scholarly journals RANCANG BANGUN SISTEM PENDUKUNG KEPUTUSAN PENERIMAAN KARYAWAN BARU DENGAN MENGGUNAKAN METODE SIMPLE ADDITIVE WEIGHTING (SAW) BERBASIS WEB DI LOSE STORE

2019 ◽  
Vol 2 (2) ◽  
Author(s):  
Hengki Rusdianto
Keyword(s):  
Human Resources ◽  
Selection Process ◽  
Test Results ◽  
Recruitment Process ◽  
Systematic Method ◽  
New Employees ◽  
New Employee ◽  
Speed Up ◽  
Simple Additive Weighting ◽  
A Company

Recruitment is an important thing for the company, in acquiring prospective new employees to occupy a position. Most companies, recruitment process is still not done by a professional. This happens because there is no systematic method to assess the feasibility of prospective new employees. Recruitment decision support system applications are built using the Simple Additive Weighting (SAW) method. This method was chosen because it can determine the weight values for each attribute, and then proceed with the ranking process that will select the best alternative from several alternatives. In this case, the alternative is entitled to be accepted as a new employee in accordance with the criteria specified. Based on test results, a system built to simplify and speed up the selection process for recruitment, and assist Human Resources Department (HRD) managers in decision-making to determine a new employee at a company.

scholarly journals METHOD COMPARISON ANALYSIS SIMPLE ADDITIVE WEIGHTING (SAW) WITH WEIGHTED PRODUCT (WP) METHOD IN SUPPORTING THE DECISION TO ACCEPT NEW EMPLOYEES

2020 ◽  
Vol 2 (1) ◽  
pp. 11-17
Author(s):  
Idham Ramadhan ◽  
Umar Zaky
Keyword(s):  
Human Resources ◽  
Method Comparison ◽  
Employee Selection ◽  
Good Method ◽  
Original Data ◽  
New Employees ◽  
New Employee ◽  
Simple Additive Weighting ◽  
A Company ◽  
Selection Of

Employee selection is the first step in a company or agency that aims to obtain qualified and competent human resources that will serve and do all the work on an instinct. The process of selection of prospective employees has two decisions that are accepted and rejected. When an agency or company is unable to determine the human resources that fit the required criteria, it will be very detrimental for an agency or company more than the number of prospective employees who register will be troublesome in terms of calculation and determining competent human resources and in accordance with the required criteria. In this case to minimize or solve the problem, the author designed and built a system to help the agencies, especially Gunung Jati Regional Hospital (RSD) in terms of the selection of new employee admissions. The development of this system by analyzing two methods, namely Simple Additive Weighting (SAW) method with Weighted Product (WP) method with the specified criteria. These two methods will be compared to get a good method and relevant to be applied in the selection of new employees at Gunung Jati Hospital so that the human resources received really match the needs of the agency. Analysis is carried out using the accuracy of each method by referring to the original data owned by the institution. The result of saw method conformity or percentage level is 99.959996% with an accuracy value of 84% and wp method of 99.959992% with an accuracy value of 76%. Thus the SAW method is the most relevant method to solve the problem of receiving new employees.  

Implementasi Registrasi Online Seleksi Penerimaan Karyawan Baru Pada PT Lion Parcel

Sensi Journal ◽  
2020 ◽  
Vol 6 (2) ◽  
pp. 192-202
Author(s):  
Dwi Rosmawati ◽  
Dedi Martono ◽  
Afrida Nurhayati
Keyword(s):  
Programming Languages ◽  
Current System ◽  
Recruitment Process ◽  
Data Completeness ◽  
New Employees ◽  
Employee Recruitment ◽  
Use Of Technology ◽  
New Employee ◽  
Speed Up ◽  
Recruitment System

The use of technology in a current system can speed up the work process, including in the new employee recruitment system. This research is intended to describe the new employee recruitment system and evaluate the new employee recruitment process implemented by PT Lion Express (Lion Parcel). The method applied in data collection is by interviewing and seeing firsthand the process of recruiting new employees at PT Lion Express (Lion Parcel). In accordance with the results of research that has been done by the author, it can be concluded that the employee recruitment process carried out by the personnel department already has a systematic stage. In the recruitment process there are still several problems that hamper as long as the process can be an evaluation of the company for the future. Obstacles encountered include the process of registering prospective employees for the implementation of psychological tests which are considered ineffective because they are still based on emails received and announcements of applicant data completeness are still done one-by-one by e-mail to applicants, thus consuming the work of HR department personnel. Therefore, a web-based Smart system is needed that can facilitate registration and announcement of lack of data completeness online. So that companies can maximize the process of hiring new employees, it is recommended that the selection of new employees use a system that can accommodate the obstacles that often occur in the process of hiring new employees. The system design uses UML diagrams and PHP programming languages.

scholarly journals ANALISIS REKRUTMEN & SELEKSI KARYAWAN BARU DI PT BARUNA DIRGA DHARMA, JAKARTA

Epigram ◽  
2019 ◽  
Vol 15 (2) ◽  
Author(s):  
Nurfarizki Nurfarizki ◽  
Narulita Syarweni ◽  
Dewi Winarni Susyanti
Keyword(s):  
Qualitative Research ◽  
Selection Process ◽  
Sampling Technique ◽  
Recruitment Process ◽  
New Employees ◽  
Purposive Sampling ◽  
Employee Recruitment ◽  
New Employee ◽  
Recruitment And Selection

AbstractNurfarizki. The Analysis of the new employee recruitment & Selection Process at PT Baruna Dirga Dharma, Jakarta. 2018. The purpose of this research is to find out how the recruitment process is, to find out what factors influence the selection recruitment process, and the obstacles and solutions of the new employee barriers of PT Baruna Dirga Dharma. This research is a qualitative research. With a total of three informants, consisting of the Director, staff and HRD supervisors. Determination of informants is done by using purposive sampling technique. Data collection was carried out through observation, interviews, and documentation which were then analyzed qualitatively qualitative. The results show that the process is the factor in recruitment and selection, which begins with the planning of new employees, FPPK approved by the executive, and determining the source of recruitment. The selection process is selecting job applications, interview, psychotest, medical chech ups, offering letters, work agreements, filing & document records.Keywords: Recruitment, Selection, Human Resources.AbstrakNurfarizki. Analisis Proses Rekrutmen & Seleksi Karyawan Baru di PT Baruna Dirga Dharma, Jakarta. 2018. Tujuan penelitian ini adalah untuk mengetahui bagaimana proses rekrutmen, untuk mengetahui faktor-faktor apa saja yang mempengaruhi proses rekrutmen seleksi, dan hambatan serta solusi dari hambatan karyawan baru PT Baruna Dirga Dharma. Penelitian ini merupakan penelitian kualitatif. Dengan jumlah informan sebanyak tiga orang, terdiri dari Direktur, staf dan supervisor HRD. Penentuan informan dilakukan dengan menggunakan teknik Purposive Sampling. Pengumpulan data dilakukan melalui observasi, wawancara, dan dokumentasi yang kemudian dianalisis secara deskriptif kualitatif. Hasil penelitian menunjukan bahwa proses yaitu faktor dalam rekrutmen dan seleksi yaitu diawali dengan perencanaan karyawan baru, FPPK yang disetujui executive, dan menentukan sumber rekrutmen. Adapun proses seleksi yaitu menyeleksi lamaran kerja, interview, psikotest, medical chech up, offering letter, perjanjian kerja, filing & record dokumen.Kata Kunci: Rekrutmen, Seleksi, Sumber Daya Manusia.

scholarly journals SISTEM PENDUKUNG KEPUTUSAN PENERIMAAN PEGAWAI DI STMIK ROYAL METODE SIMPLE ADDITIVE WEIGHTING

JURTEKSI ◽  
2019 ◽  
Vol 5 (1) ◽  
pp. 1-8
Author(s):  
Afrisawati Afrisawati
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Support System ◽  
Test Results ◽  
New Employees ◽  
Employee Recruitment ◽  
New Employee ◽  
Decision Making System ◽  
Simple Additive Weighting ◽  
Recruitment System

Abstrack: New Employee Recruitment on campus STMIK ROYAL. In the selection usually the campus will provide several series of tests to determine the ability and personal of the prospective employee. Data test results will be stored in an archive or computer in the form of tables that create data and value of each test participant. Based on the current employee recruitment system HR has difficulty in selecting and evaluating the competent employees. To overcome this made a decision support system of new employee acceptance especially part of laboratory assistant. For determine employees who will be accepted, then built a computerized decision-making system that is able to facilitate the process of receiving new employees. the determination and identification of labor by using SAW method (Simple additive weighting) is a method that can find a best alternative from various alternatives based on predetermined criteria. The point is that the method determines the weight value for each criterion. The best alternatives are those who are eligible to be employees based on predetermined criteria. Assessment is done by finding the value of weight for each criterion, then conducted the ranking process that will determine the optimal alternative that is the employee who will be considered by the decision maker to become employees at the company. This decision support system will be able to assist the human resources in determining the recruitment of new employees, especially the assistant laboratory at STMIK ROYAL. Keywords: assessment criteria, SAW method, decision support system. Abstrak: Penerimaan Karyawan baru pada kampus STMIK ROYAL. Dalam penyeleksian biasanya pihak kampus akan memberikan beberapa rangkaian tes untuk mengetahui kemampuan serta pribadi dari calon pegawai tersebut. Data hasil tes tersebut nantinya akan disimpan dalam suatu arsip ataupun komputer yang berupa tabel yang membuat data dan nilai masing-masing peserta tes. Berdasarkan system penerimaan pegawai yang berjalan saat ini SDM mengalami kesulitan dalam menyeleksi dan mengevaluasi pegawai yang berkompeten. Untuk mengatasinya dibuat suatu sistem pendukung keputusan penerimaan pegawai baru khususnya bagian asisten laboraturium.Untuk menentukan pegawai yang akan diterima, maka dibangun sebuah sistem pengambilan keputusan terkomputerisasi yang mampu memudahkan proses penerimaan pegawai baru. penentuan dan identifikasi tenaga kerja dengan menggunakan metode SAW (Simple additive weighting) adalah metode yang dapat mencari suatu alternatif terbaik dari berbagai alternatif berdasarkan kriteria – kriteria yang telah ditentukan. Intinya bahwa metode tersebut menentukan nilai bobot pada setiap kriteria. Alternatif terbaik yang dimaksud adalah yang berhak menjadi pegawai berdasarkan kriteria yang telah ditentukan. Penilaian dilakukan dengan mencari nilai bobot untuk setiap kriteria, kemudian dilakukan proses perangkingan yang akan menentukan alternatif optimal yaitu para pegawai yang akan dipertimbangkan oleh pengambil keputusan untuk menjadi pegawai pada perusahaan tersebut. Sistem pendukung keputusan ini nantinya dapat mambantu pihak SDM dalam menentukan perekrutan karyawan baru khususnya asisten laboraturium di STMIK ROYAL. Kata Kunci     : kriteria penilaian, metode SAW, sistem pendukung keputusan.

scholarly journals Design of Decision Support System for New Employee Acceptance with SAW and WP Method in CV Karya Lestari Abadi

Tech-E ◽  
2019 ◽  
Vol 2 (2) ◽  
pp. 36
Author(s):  
Felivia Regie Tanjaya ◽  
Andi Leo
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Programming Languages ◽  
Support System ◽  
Selection Process ◽  
New Employees ◽  
Employee Recruitment ◽  
New Employee ◽  
Simple Additive Weighting ◽  
Academic Potential

The selection process for new employees at CV. Karya Lestari Abadi is carried out manually, the application file for new candidates will be evaluated by comparing the contents of the file with specified criteria. File selection that meets the criteria is then followed by an interview process. The series of processes is followed by a series of written tests, including psychological tests, academic potential tests and so on. This study aims to build a New Employee Recruitment Decision Support System using the Simple Additive Weighting (SAW) and Weight Product (WP) methods. These two methods were chosen because they can determine the weight value for each attribute, then proceed with the ranking process that will choose the best alternative from several alternatives.While the system implementation uses the PHP and MySQL programming languages ​​as a database. With the decision support system can help the Recruitment in making decisions in the recruitment process in CV. Karya Lestari Abadi easier and faster.

scholarly journals Sistem Pendukung Keputusan Penerimaan Karyawan Menggunakan Simple Additive Weighting Studi Kasus PT. Trafoindo Prima Perkasa

2018 ◽  
Vol 4 (4) ◽  
pp. 186
Author(s):  
Rohmat Taufiq ◽  
Angga Aditya Permana
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Support System ◽  
Selection Process ◽  
Employee Selection ◽  
Skilled Workers ◽  
Recruitment Process ◽  
Simple Additive Weighting ◽  
The Times ◽  
A Company

<p><em>Abstrak</em> - <strong>Sebuah perusahaan tidak akan berkembang tanpa ada dukungan dari karyawan sebagai salah satu aset perusahaan, sehingga perusahaan dituntut untuk merekrut calon karyawan yang berpotensi dan berbakat guna mendukung keberhasilan perusahaan. Tenaga kerja terampil yang dapat membawa perusahaan berkembang dan bersaing dengan perkembangan zaman, dan aspek perekrutan mulai mendapatkan pandangan khusus, karena proses perekrutan yang tidak sesuai dengan kebutuhan perusahaan dapat menghalang laju berkembangnya perusaan itu sendiri. Oleh karena itu, diperlukan sistem pendukung keputusan untuk proses pemilihan karyawan tersebut. Sistem pendukung keputusan ini menggunakan metode Simple Additive Weighting (SAW). Dalam hal ini para calon karyawan dibandingkan satu dengan yang lainnya sehingga memberikan output nilai intensitas prioritas yang menghasilkan suatu sistem yang memberikan penilaian terhadap setiap karyawan. Sistem pendukung keputusan ini membantu melakukan penilaian setiap karyawan, melakukan perubahan kriteria, dan perubahaan nilai bobot. Hal ini berguna untuk memudahkan pengambilan keputusan yang terkait dengan masalah pemilihan karyawan, sehingga akan di dapatkan karyawan yang paling layak diterima di perusahaan.</strong></p><p><strong></strong><br /><em>Abstract</em><strong> – A company will not develop without support from employees as one of the company's assets, so that company is required to recruit potential and talented candidates to support the company. The skilled workers who can bring the company to grow and compete with the times, and the recruitment aspect starts to get a special view, because the recruitment process that is not in accordance with the needs of the company can hinder the development of the company itself. Therefore, a decision support system is needed for the employee selection process. This decision support system uses the Simple Additive Weighting (SAW) method. In this case prospective employees are being compared with to provide an output to provide an output of priority intensity values for an employee assessment that produce a system that provides an assessment of each employee. This decision support system helps assess each employee, changes criteria, and changes the weight value. This is useful to facilitate decision making related to employee selection issues, to a company will get the most appropriate employee to be recruited.</strong></p><p><strong><em>Keywords</em> </strong>- <em>Decision Support System, Company, SAW, Employee.</em></p>

scholarly journals Sistem Pendukung Keputusan Penerimaan Pegawai pada Universitas Ekasakti Menggunakan Metode AHP

2019 ◽  
Vol 8 (1) ◽  
pp. 45-54
Author(s):  
M Ilham A Siregar ◽  
Danyl Mallisza ◽  
Wahyuni Yahyan ◽  
Harry Setya Hadi
Keyword(s):  
Decision Making ◽  
Analytical Hierarchy Process ◽  
Selection Process ◽  
Dynamic Logic ◽  
New Employees ◽  
System Method ◽  
New Employee ◽  
Decision Making System ◽  
Hierarchy Process ◽  
Selection Of

Private companies, government agencies and educational institutions are still experiencing difficulties in selecting employees / employees who are in accordance with their needs and experts in their respective fields. With the increasing number of workers who have different abilities, recruiting new employees requires selection of prospective employees at Ekasakti University, because if this is done manually, it will make it difficult for the staff to receive and also be prone to mistakes in decision making. The decision making system method (Decisions Support System) can be used to help the selection of new employee recipients with the AHP Method. Selection of new employee admissions by the AHP (Analytical Hierarchy Process) method can help solve the case of selecting employee recruitment. The model of applying dynamic logic applied in the AHP (Analytical Hierarchy Process) has the advantage that the selection process provides very flexible results

scholarly journals DECISION SUPPORT SYSTEM TO DETERMINE THE FEASIBILITY OF APPLYING TEACHER CERTIFICATION WITH SIMPLE ADDITIVE WEIGHTING METHOD (CASE STUDI : MA AL MUHAJIRIN JANTI JOGOROTO JOMBANG)

2021 ◽  
Vol 9 (2) ◽  
pp. 15-22
Author(s):  
Budiman Budiman ◽  
Umam Baharudin ◽  
Winarti Winarti
Keyword(s):  
Human Resources ◽  
Teacher Certification ◽  
Selection Process ◽  
Educational Institutions ◽  
Weighting Method ◽  
Education Environment ◽  
The Future ◽  
Decision Making System ◽  
System Developer ◽  
Simple Additive Weighting

Formal educational institutions have an important task to prepare quality Indonesian human resources (HR) in the future. In this school education environment, professional teachers hold the main key for improving the quality of future human resources (HR) and teachers are professionals who carry out the main tasks and functions of improving the knowledge, skills, and attitudes of students as Indonesian human assets for the future. In the process of quality education, it is an obligation and obligation that is required for every school, to have certified teachers so that education can increase and can affect student achievement. Decision-making system as a set of model-based procedures for data processing and assessment. to assist schools in determining teachers who are eligible to receive certification with criteria namely pedagogic, personality, social, professional. The purpose of this research is to help decision makers in the selection process easily and quickly. The simple additive weighing (SAW) method to provide decisions on the selection process for submitting teacher certification. The system developer method uses the waterfall method. An educator certificate is a requirement for proof that teachers meet educational professional standards.

scholarly journals Implementation of Simple Additive Weighting (SAW) Method and Profile Matching for Employee Selection

2021 ◽  
Vol 10 (01) ◽  
pp. 022-029
Author(s):  
Andi Pratomo Wiyono ◽  
Muhammad Aziz Muslim ◽  
Muhammad Aswin
Keyword(s):  
Selection Process ◽  
Confusion Matrix ◽  
Employee Selection ◽  
Recall Rate ◽  
Accuracy Rate ◽  
Profile Matching ◽  
Simple Additive Weighting ◽  
A Company ◽  
Precision Rate ◽  
F Measure

Employees are an important element in a company that determines the progress of a company. With good quality employees in a company, it is easier to achieve desired goals of a company. Conventional (manual) recruitment method is vulnerable to non-technical factors such as frequent duplicate data or invalid data. In such condition, a Decision Support System (DSS) will be helpful in making decision process valid and reliable. In this paper, a Simple Addictive Weighting (SAW) method and Profile Matching were proposed to solve employee selection problem. This research was conducted at UPT Career Development and Entrepreneurship Universitas Brawijaya Malang, using data collected from written test selection in 2019. The effectiveness of both methods is analyzed by means of confusion matrix. SAW method give Accuracy rate of 94.7%, Precision rate of 87.5%, Recall rate of 91.3% and F-measure rate of 89.4%. On the other hand, Profile Matching method obtained the Accuracy rate of 90.4.7%, Precision rate of 81.4%, Recall rate of 81.4% and F-measure rate of 81.4%. From these results, it can be concluded that both methods have a high accuracy value accompanied by a high precision value when used for the selection process. This system can also reduce the bias of the same data very well, as can be seen from the high Recall and F-measure rates.

scholarly journals PROSES REKRUTMEN, SELEKSI DAN PENEMPATAN DALAM MENJAWAB ISU-ISU BARU PENDEKATAN MANAGEMEN SUMBER DAYA MANUSIA

2021 ◽  
Vol 1 (1) ◽  
Author(s):  
Sonia - Redmana ◽  
Shoffan Nizomi ◽  
Taufik Hidayat ◽  
Sujarwati Sujarwati
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Medical Record ◽  
Human Resource ◽  
Employee Commitment ◽  
New Employee ◽  
Recruitment And Selection ◽  
Or Organization ◽  
A Company

<div><table cellspacing="0" cellpadding="0" align="left"><tbody><tr><td align="left" valign="top"><p><em>Quality human resources are one of the basic assets and keys of the success of a company or organization to achieve its goals. Through good human resource management, it will produce quality human resources so that productivity, performance and employee commitment to the company will increase and produce better products in quality and quantity with the same human resources. One of the most important things in human resource management activities is appropriate Recruitment, Selection and Placement accompanied by HR Development.</em><em> </em><em>The research objective in this paper is to determine the process of recruitment, selection and placement of employees to become staff in a medical record installation conducted at a hospital in Kota Bo-Gor. The results of recruitment and selection as well as tests for new employee candidates for medical record formations show that among the seven applicants who entered there were two employees who were accepted and one employee who was accepted with not so high scores but the results of the interviews showed sincerity, commitment and responsibility at work, hospital needs</em><em>.</em><em></em></p></td></tr></tbody></table></div>

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