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 PENERAPAN METODE SIMPLE ADDITIVE WEIGHTING (SAW) DENGAN MODEL FUZZY MODEL ATTRIBUTE DECISION MAKING (FMADM) PENILAIAN KINERJA KARYAWAN DTPEDULI

2019 ◽  
Vol 16 (1) ◽  
pp. 21-28
Author(s):  
Fajar Agustini ◽  
Elien Riris Ariska
Keyword(s):  
Decision Making ◽  
Performance Assessment ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Fuzzy Model ◽  
Job Evaluation ◽  
Service Programs ◽  
The People ◽  
Simple Additive Weighting ◽  
The Many

Performance assessment of a job in an agency or company is a stage of job evaluation to determine the benchmark in determining the quality and achievement of each employee. In the process, even an agency or company has a standard to measure the success of work. With the many service programs and empowerment of the people conducted in DTPeduli Bekasi encourage each employee to provide the best performance of each employee. However, in the development of performance appraisal is done less than the maximum because there is no system support. Results from research Employee performance assessment on DTPeduli Bekasi with some aspects of the criteria using Fuzzy Simple Additive Weighting (FSAW) model has been running well and can generate weighting assessment criteria and information clear and fast compared to the calculation manually so that Branch Head DTPeduli Bekasi can use it as a tool for decision making appropriate in decision making employee performance appraisal in DTPeduli Bekasi.

scholarly journals DECISION SUPPORT SYSTEM IN ASSESSMENT OF EMPLOYEE PERFORMANCE AT MNC GROUP USING SAW (SIMPLE ADDITIVE WEIGHTING) METHOD USING WHITE BOX TESTING

2018 ◽  
Vol 3 (1) ◽  
pp. 125-138
Author(s):  
Nur Roqim
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Performance Appraisal ◽  
Support System ◽  
Employee Performance ◽  
Weighted Sums ◽  
Risk Level ◽  
Weighting Method ◽  
White Box Testing ◽  
Simple Additive Weighting

MNC Group as a television media company, performs performance appraisal for each employee as a job evaluation material, which is carried out by the head of the division, one of which is the head of the technical division of 112 other employees. The process of evaluating employee performance at MNC Group is still done manually, which is using Microsoft Excel applications one by one which makes the length of the process. The employee's assessment and appraisal report does not display the ranking from the top to the bottom of all of the employees. Decision support system in evaluating employee performance in MNC Group using the SAW (Simple Additive Weighting) method with this white box test is made to assist the head of the division to expand employee appraisal capabilities. The employee performance appraisal process is carried out in a computerized, structured and systematic manner based on the assessment criteria previously determined by the MNC Group, namely the quantity of work, accuracy & time management, quality of work and efficiency. The SAW (Simple Additive Weighting) method is a weighted addition method by looking for weighted sums of performance ratings on each alternative on all attributes. So that it can be obtained from every employee at MNC Group. Testing of system results that have been made is very necessary to know that the system is running well. Tests carried out are white box testing which is based on checking the details of the design, using the control structure of the program design procedurally to divide the test into several test cases. So that the value of the test results is known, namely 2 with the type of procedure is a simple procedure and the risk level is low risk.

scholarly journals PERANCANGAN SISTEM INFORMASI SASARAN KINERJA PEGAWAI DI UNIVERSITAS NEGERI PADANG

2019 ◽  
Vol 7 (2) ◽  
pp. 150
Author(s):  
Fauzi Rahman ◽  
Efrizon Efrizon
Keyword(s):  
Information System ◽  
Performance Assessment ◽  
Performance Appraisal ◽  
Work Performance ◽  
Employee Performance ◽  
Civil Servants ◽  
Work Behavior ◽  
Work Outcomes ◽  
Target Information ◽  
And Training

To produce employees who have the ASN profession, there is a need for ASN guidance. As a first step in conducting coaching, an assessment of the performance of the ASN is needed. This assessment will later be used as material for consideration for promotion, placement in position, transfer, education and training, and consideration in remuneration payments. The work performance assessment of Civil Servants is carried out systematically, with emphasis on the level of achievement of employee work targets or the level of achievement of work outcomes that have been prepared and agreed upon between Civil Servants and Appraisal Officials. The performance appraisal of civil servants themselves has two elements of assessment, namely the first from the Employee Work Target (SKP) and the second from Work Behavior. The problem that occurs is that the assessment of work performance is difficult because not all ASNs in the Universitas Negeri Padang environment keep a diary properly. In addition, the problems that often occur are diaries that are manually created require a lot of paper and ink, this is considered not economical and efficient and when archived there is a possibility of being scattered or lost. From the problems mentioned above, an employee performance target information system was developed at Universitas Negeri Padang. With this application, it can facilitate ASN in preparing and filing SKP, making daily notes, and simplifying employee performance appraisals.Keywords: Development, Information Systems, SKP, Universitas Negeri Padang.

scholarly journals IMPLEMENTATION OF THE SIMPLE ADDITIVE WEIGHTING METHOD FOR EMPLOYEE PERFORMANCE ASSESSMENT

2021 ◽  
Vol 3 (4) ◽  
pp. 335-342
Author(s):  
Siti Aisyah
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Accurate Method ◽  
Company Performance ◽  
Weighting Method ◽  
Standard Operating ◽  
Decision Making System ◽  
Performance Appraisal Process ◽  
Simple Additive Weighting ◽  
The Many

In the process of evaluating employee performance, the company has established standard operating procedures. Of the many standards, it is difficult for management to give weight to each standard. Therefore, a decision-making system is needed to improve company performance and productivity. Human resources must be able to improve employee performance. Professional knowledge or ability. The current appraisal problem, including the employee performance appraisal process, is still using the traditional and not yet accurate method. The research was conducted using the simple additive weighting (SAW) method. The results of this study indicate that by using the SAW method, management is more likely to pay attention to employee performance evaluation, and is more organized and efficient in evaluating employee performance.

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 Selection of Outstanding Lecturers with Simple Additive Weighting Method

SinkrOn ◽  
2020 ◽  
Vol 4 (2) ◽  
pp. 62 ◽  
Author(s):  
Embun Fajar Wati ◽  
Istikharoh Istikharoh ◽  
Tuslaela Tuslaela
Keyword(s):  
Higher Education ◽  
Performance Appraisal ◽  
Community Service ◽  
Employee Performance ◽  
Academic Staff ◽  
Weighting Method ◽  
Simple Additive Weighting ◽  
The Many ◽  
Selection Of ◽  
Performance Target

One of the elements in the implementation of Higher Education is a lecturer. Lecturers are academic staff who are tasked with carrying out the Tri Dharma of Higher Education which includes education, research, community service. Lecturers who excel are entitled to be selected and get promotions and awards according to their academic performance. Therefore, we need a calculation method that can be used as a media for performance appraisal of outstanding lecturers who can facilitate assessment. This assessment includes performance appraisal which includes commitment, integrity, service orientation, discipline, cooperation, and leadership. In addition to the criteria, the assessment also includes the Employee Performance Target (SKP) assessment. This Employee Performance Target is in the form of a total assessment of lecturer performance. Two criteria, namely performance and SKP will be used as guidelines in the calculation of the selection of outstanding lecturers. Samples were taken as many as 20 lecturers at the Sriwijaya State Buddhist College in Tangerang. The simple additive weighting method is effectively used in the selection of outstanding lecturers with an assessment limit of more than 0.88. Of the many candidates, there were three lecturers with sufficient performance and SKP, with grades 0.922, 0.88, 0.94. So that the highest achieving lecturer with the highest value is 0.94.

scholarly journals Performance Evaluation of Contract Employees Using the Best-Worst and Simple Additive Weighting Methods

2021 ◽  
Vol 9 (2) ◽  
pp. 219
Author(s):  
Rendra Gustriansyah ◽  
Juhaini Alie ◽  
Nazori Suhandi
Keyword(s):  
Performance Evaluation ◽  
Human Resources ◽  
Performance Appraisal ◽  
Recommendation System ◽  
Employee Performance ◽  
Contract Employees ◽  
Simple Additive Weighting ◽  
The Many ◽  
Hr Managers ◽  
Weighting Methods

All companies need qualified employees to ensure the continuity and progress of the company. Therefore, some companies are very selective in evaluating employee performance based on the criteria set by the company. However, because of the many criteria used in the assessment, a large number of contract employees to be evaluated, and the evaluation that must be proportional, the Human Resources department has difficulty evaluating the performance of contract employees. Therefore, this study aimed to develop a system for evaluating the performance of contract employees by integrating the Best-Worst (BW) and Simple Additive Weight (SAW) methods. The BW method is used to determine the weight of each criterion related to the performance appraisal of contract employees, and the SAW method is used to evaluate the performance of contract employees. The results showed that the system developed can provide a more proportional evaluation. So, this study contributes as a recommendation system for HR managers in determining eligible contract employees to have their work contracts extended based on criteria determined by the company.

scholarly journals Implementasi Metode SAW dalam Penilaian Kinerja Tenaga Harian Lepas

Jurnal Teknik ◽  
2021 ◽  
Vol 19 (1) ◽  
pp. 85-95
Author(s):  
Khairil ◽  
Hari Aspriyono
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Unified Modeling Language ◽  
Black Box ◽  
Unified Modeling ◽  
Testing Stage ◽  
Long Time ◽  
Black Box Testing ◽  
Speed Up ◽  
Simple Additive Weighting

The performance assessment of Civil Servants at the Bengkulu Province Communication, Informatics, and Statistics Service (Diskominkotik) process has utilized an e-performance application. However, the assessment of daily workers' performance is not included, which means evaluating their performance and competence would take a long time. This study aims to determine daily workers to get the best performance rewards using the Simple Additive Weighting (SAW) method. The research method used was the waterfall method, supported by data from observations, interviews, and questionnaires. Unified Modeling Language (UML) was used to analyze and design the system and in the coding stage, Microsoft Visual Studio 2010 software connected to a MySQL database was used, and in the testing stage, a Black-box testing approach was employed. The results showed that the implementation of the SAW method in the decision support system application could speed up the process of evaluating the performance of daily workers at Bengkulu Province Diskominkotik. Furthermore, daily workers’ performance appraisal became more objective because it involves the participation of many parties so that the results of the best daily worker employee performance appraisal can be accepted by various parties.

scholarly journals Web-Based Teacher Performance Assessment Information System Using Simple Additive Weighting Method

2021 ◽  
Vol 2 (2) ◽  
pp. 48-54
Author(s):  
Saepul Aripiyanto ◽  
Abdul Muhyiddin ◽  
Baenil Huda
Keyword(s):  
Information System ◽  
Performance Assessment ◽  
Performance Appraisal ◽  
Teacher Performance ◽  
Assessment Process ◽  
Literature Study ◽  
School Students ◽  
Weighting Method ◽  
Teacher Performance Assessment ◽  
Simple Additive Weighting

SMP IT Nurul Huda Batujaya is one of the educational institutions for school students in Batujaya District, Karawang Regency. The research objective is to develop teacher performance appraisal. The research method using qualitative methods aims to describe the data analysis in a narrative manner. Methods of data collection by observation, interviews, and literature study. Teacher performance assessment is still done manually by using Microsoft Excel and Microsoft Word. Other problems are needed, namely, the high cost of printing documents from each teacher, the documents submitted to the administration department are often damaged and confused, the assessment team must carry a lot of documents during the assessment, and errors during the assessment recapitulation. This can have an impact on delays in the teacher performance assessment process. The system development method uses the waterfall, Hypertext Preprocessor (PHP) programming language, MySQL, and the Simple Additive Weighting (SAW) method. The results achieved in this study can create and design a teacher performance appraisal information system to help the assessment process quickly and correctly to reduce the occurrence of errors.

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