scholarly journals Rekayasa Perangkat Lunak Performance Indicator dalam Penentuan Penilaian Karyawan dengan Metode Simple Additive Weighting

2020 ◽  
Vol 3 (4) ◽  
pp. 265
Author(s):  
Yansen Yansen ◽  
Zifa Fauziah ◽  
Yesica Wisda Ananda ◽  
Yulianti Yulianti
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Performance Indicator ◽  
Employee Performance ◽  
Indicator System ◽  
Assessment Process ◽  
Weighting Method ◽  
Simple Additive Weighting ◽  
Data Documentation ◽  
The Right

Employee appraisal is an important factor in the development of a company effectively and efficiently because employee appraisal is one of many indicators in measuring the background of human resources system in the company. Determining the right indicators of human resources can motivate better employee performance. To support this kind of system, a software engineering with Performance Indicator system is needed and data collection techniques by direct observation and data documentation are needed. Application of engineering Key Performance Indicator software for employee performance appraisal using the Simple Additive Weighting method can result in the efficiency of the assessment process in determining the quality of an employee's performance. as well as assisting employees in knowing the results of performance evaluation, and making it easier for supervisors to obtain reports on sales performance ratings so that superiors can and make determine the amount of salary, commision and bonus increases more precisely and efficiently.

scholarly journals Sistem Pendukung Keputusan Menentukan Aparatur Sipil Negara Terbaik Pada Dinas Pengelolaan Sumber Daya Air Unit Pelaksana Teknis Dinas dengan Metode Simple Additive Weighting

2019 ◽  
Vol 1 (1) ◽  
pp. 31
Author(s):  
Sumarno Sumarno ◽  
Indra Gunawan ◽  
Heru Satria Tambunan
Keyword(s):  
Water Resources ◽  
Performance Appraisal ◽  
Water Resources Management ◽  
Employee Performance ◽  
Assessment Process ◽  
Resources Management ◽  
Long Time ◽  
Performance Appraisal Process ◽  
Simple Additive Weighting ◽  
The Right

The Water Resources Management Agency has the main duty to organize some district government affairs in the field of water resources management based on the principle of autonomy which becomes the authority, deconcentration and assistance duty and other tasks in accordance with the policy stipulated by the Regent based on the applicable laws and regulations. The performance appraisal undertaken in this agency is intended for the Civil State Apparatus. the assessment process is carried out for measuring and improving the performance of the State Civil Apparatus so as to encourage these employees to work better. From the assessment of the superior can be determined the best employee or promotion position. The performance appraisal process conducted by the culture and tourism office is still done manually, so the performance calculation tends to be subjective and takes a long time. Therefore, in order that the process of appraising employee performance becomes more objective and practical, it should be done computerized by developing an application that implements the right methods. This subjectivity can be overcome with decision support system using Simple Additive Weighting (SAW) method based on existing assessment criteria. The end result of research is the rank of employee value that can be a consideration for decision makers in the determination of promotions as well as an encouragement for employees to work better and productive.

scholarly journals Implementation of Simple Additive Weighting Method in Evaluating Employee Performance for Job Promotion Recommendations

Webology ◽  
2021 ◽  
Vol 19 (1) ◽  
pp. 123-132
Author(s):  
Jeperson Hutahaean ◽  
Seri Suriani ◽  
Supriy anto ◽  
Harma yani ◽  
Muhammad Amin ◽  
...  
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Performance Appraisal ◽  
Support System ◽  
Employee Performance ◽  
Research Assessment ◽  
Weighting Method ◽  
Education Experience ◽  
Simple Additive Weighting ◽  
The Right

The implementation of decision support system tools in providing decision support for management is absolutely necessary. In its application, this aims to make the decision effective so that the decisions produced can be objective. This research discusses employee performance appraisal by implementing a decision support system. Many methods of decision support systems that can be used to rank, but in this study, the authors use the ranking method known as Simple Additive Weighting (SAW). The SAW method works by summing the weighted attributes that are interrelated. This method is quite simple and is able to provide the right decisions for employees who have the best performance to be recommended in job promotions. In this research, assessment attributes are used, namely education, experience, expertise, collaboration, work quality, and discipline. The final results show that employees on behalf of Ferdinal have the highest value with a value of 0.850.

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 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 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 Weighted Product and Its Application to Measure Employee Performance

2018 ◽  
Vol 7 (2.26) ◽  
pp. 102 ◽  
Author(s):  
Nur Aminudin ◽  
Eni Sundari ◽  
Shankar K ◽  
P Deepalakshmi ◽  
Fauzi . ◽  
...  
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Performance Appraisal ◽  
Support System ◽  
Employee Performance ◽  
Assessment Process ◽  
Appraisal System ◽  
Weighting Method ◽  
Appraisal Index ◽  
To Come

The decision support system of employee performance index appraisal is a decision support system that can assist decision makers for employee performance appraisal at the Pringsewu district revenue department. As for the purpose of this DSS namely 1. To make decisions in the field of human resources to come, 2. To evaluate the performance of each employee in achieving the target work that has been determined , 3. For improve employee performance in the future. The problems to be solved are: 1. How to change the assessment process that used to still use manual way by computerization. 2. How to apply the progress of change in today's sophisticated technology. In this decision system using Weighted Product (WP) weighting method of WP method is the choice of method on decision support system of employee performance appraisal index at revenue department of Pringsewu district. Weighted product method is a method of completion by using multiplication to attribute attribute rating in which rating must be prefixed with bob ot attribute in question. This decision support system can perform the process of calculating employee performance appraisal so that it can realize a fair assessment based on existing criteria calculations on this system using weighted product weighting (WP) that can produce the best employee performance appraisal system calculation from the highest value of 0.250 to the lowest value of 0.133 . The highest score is the best employee while the lowest score is the worst employee performance. This system can present employee performance appraisal reports quickly and clearly so that more effective and efficient.  

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.

scholarly journals Metode Entropy-SAW dan Metode Entropy-WASPAS dalam Menentukan Promosi Jabatan Bagi Karyawan Terbaik di Cudo Communications

2020 ◽  
Vol 7 (5) ◽  
pp. 1069
Author(s):  
Sarwati Rahayu ◽  
Ahmad Juang Teguh Gumilang ◽  
Oktia Putri Bharodin ◽  
Firya Faturahman
Keyword(s):  
Performance Management ◽  
Employee Performance ◽  
Entropy Method ◽  
Assessment Process ◽  
Initial Weight ◽  
Entropy Weight ◽  
Product Assessment ◽  
Simple Additive Weighting ◽  
The Right ◽  
Employee Data

<p>Manajemen kinerja merupakan proses yang dilakukan oleh perusahaan untuk menilai kinerja dari karyawan, sehingga karyawan dengan kinerja terbaik akan mendapatkan promosi jabatan. Selama ini divisi IT pada Cudo Communications dalam mengelola data karyawan masih belum maksimal, sehingga menimbulkan masalah dalam menilai kinerja karyawan. Tujuan penelitian ini adalah mencari alternatif terbaik dan metode terbaik antara metode <em>Entropy</em>-SAW dan metode <em>Entropy</em>-WASPAS untuk penilaian kinerja karyawan. Metode <em>Entropy</em> digunakan untuk menghitung bobot <em>entropy</em> akhir pada setiap kriteria. Metode yang digunakan untuk mencari alternatif terbaik adalah metode SAW dan WASPAS. Dalam perhitungan metode <em>Entropy</em>, terlebih dahulu harus menentukan kriteria dan bobot awal pada tiap kriteria.<em> </em>Adapun kriteria yang digunakan adalah kehadiran, <em>task</em>, dan <em>assessment</em>. Metode <em>Simple Additive Weighting</em> (SAW) dan metode <em>Weighted Aggregated Sum Product Assessment</em> (WASPAS) untuk menentukan karyawan dengan kinerja terbaik. Data karyawan yang ikut proses <em>assessment</em> diperoleh dari persentase kehadiran yang 80% atau lebih. Oleh karena itu sebanyak 6 orang yang lanjut ke tahap <em>assessment </em>yaitu Muhammad Ridwan, Dirly Try Andhika, Keysa Dwilingga, Kelvin Dylan Hensen, Nesya Ayu Wulandari, dan Yusuf Rizqi Ramanka. Hasil metode <em>Entropy</em>-SAW dan <em>Entropy</em>-WASPAS bahwa alternatif ke-2 (  memiliki nilai tertinggi daripada alternatif lain, sebesar 0,860 untuk metode <em>Entropy</em>-SAW dan sebesar 0,851 untuk metode <em>Entropy</em>-WASPAS. Adapun alternatif (  adalah karyawan bernama Dirly Try Andhika. Karena itu, Dirly Try Andhika yang layak untuk memdapatkan usulan promosi jabatan. Metode yang tepat untuk dijadikan sebagai bahan pertimbangan dalam pengambilan keputusan yaitu metode <em>Entropy</em>-SAW, karena nilai dari tiap alternatif yang diperoleh lebih besar daripada nilai dari tiap alternatif pada metode <em>Entropy</em>-WASPAS.</p><p><em><strong>Abstract</strong></em></p><p class="Abstract"><em>Performance management is a process undertaken by the company to assess the performance of employees so that employees with the best performance will get the promotion of the position. During this time the IT division of Cudo Communications in managing employee data is still not maximal, causing problems in assessing employee performance. The purpose of this research is to find the best alternatives and the best method between the Entropy-SAW method and the Entropy-WASPAS method for employee performance assessment. The Entropy method is used to calculate the final Entropy weight of each criterion. The methods used to find the best alternatives are the SAW and WASPAS methods. In calculating the Entropy method, it must first determine the criteria and the initial weight of each criterion. The criteria used are attendance, task, and assessment. Simple Additive Weighting (SAW) method and the Weighted Aggregated Sum Product Assessment (WASPAS) method to determine the best-performing employees. Employee Data that participates in the assessment process is obtained from the percentage of attendance 80% or more. Therefore, 6 people who continued to the assessment stage namely Muhammad Ridwan, Dirly Try Andhika, Keysa Dwilingga, Kelvin Dylan Hensen, Nesya Ayu Wulandari, and Yusuf Rizqi Ramanka. The results of the Entropy-SAW and Entropy-WASPAS methods that the 2nd alternative ( ) have the highest value than the other alternatives, amounting to 0.860 for the Entropy-SAW method and at 0.851 for the Entropy-WASPAS method. The alternative ( ) is an employee named Dirly Try Andhika. Therefore, Dirly Try Andhika deserves to get the promotion proposal. The right method to serve as a consideration in decision making is the Entropy-SAW method because the value of each alternative obtained greater than the value of each alternative in the method Entropy-WASPAS.</em></p><p><em><strong><br /></strong></em></p>

scholarly journals Sistem Pendukung Keputusan Penilaian Kinerja Karyawan Menerapkan Kombinasi Metode Simple Additive Weighting (SAW) dengan Rank Order Centroid (ROC)

2019 ◽  
Vol 3 (4) ◽  
pp. 366
Author(s):  
Muliati Badaruddin
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Performance Appraisal ◽  
Support System ◽  
Rank Order ◽  
Employee Performance ◽  
Ranking Methods ◽  
Weighting Method ◽  
Simple Additive Weighting

This research discusses the combination of Rank Order Centroid (ROC) and Simple Additive Weighting (SAW) methods to produce company manager's decisions in evaluating employee performance. The results of employee performance appraisal are expected to be more effective and objective due to the support of the decision support system used. Many studies have been conducted in performance appraisal using the Simple Additive Weighting method, but have not or do not use good weighting. With a combination of weighting and ranking methods, the outcome of the decision will certainly be more effective.

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