scholarly journals Sistem Pendukung Keputusan Menggunakan Metode Profile Matching Untuk Penentuan Pemberian Kredit (Studi Kasus: KSP Werdhi Mekar Sari Sedana)

2019 ◽  
Vol 1 (3) ◽  
pp. 109-118
Author(s):  
I Gede Iwan Sudipa ◽  
Ni Made Sudiani
Keyword(s):  
Decision Making ◽  
Matching Method ◽  
Savings And Loans ◽  
Profile Matching ◽  
Savings And Loan ◽  
Calculation Results

 The Mekar Sari Sedana Savings and Loan Cooperative is a cooperative that runs a business in the field of savings and loans as a business that provides credit to customers. In selecting prospective customers and giving decisions to customers who apply for credit by cooperative managers, the calculation of the value obtained by customers applying for credit is not based on criteria 5C, which is a requirement for lending to cooperatives. The method used in this research is Profile Matching a decision-making mechanism by comparing the value of data from a profile that will be assessed with the expected profile value, so that differences in accurate competency values ​​can be known. From the results of the blackbox testing conducted, it was found that the system that was built was in line with expectations and after the calculation of the profile matching method was tested manually and compared with the calculation results generated by the system with the results of manual calculations using the profile matching method.

scholarly journals Sistem Pendukung Keputusan Pemilihan Tenaga Kerja Indonesia (TKI) Berdasarkan Kualitas Untuk Menentukan Tempat Kerja Menggunakan Metode Profile Matching (Studi Kasus: PT Adila Prezkifarindo Duta)

2020 ◽  
Vol 1 (2) ◽  
pp. 142
Author(s):  
Dasarius Gulo
Keyword(s):  
Decision Making ◽  
Migrant Workers ◽  
Selection Process ◽  
Matching Method ◽  
Matching Process ◽  
Profile Matching ◽  
Long Time ◽  
Support Decision Making ◽  
Selection Of ◽  
The Ideal

In the process of selecting Indonesian Workers (TKI) based on quality at PT. Adila Prezkifarindo Duta is classified as still manual, where there is not yet a system for selecting quality migrant workers so it requires a long time for its assessment and the selection process is less effective. To support decision making in the selection of qualified Indonesian Workers (TKI) to make it easier by using a decision support system. One method used in the selection of qualified Indonesian Workers is the Profile Matching method. The profile matching method is a decision-making mechanism by assuming that there is an ideal level of predictor variables that must be met by applicants, rather than the minimum level that must be met or passed. In the profile matching process a process will be compared between individual competencies into standard competencies so that different competencies can be identified (also called Gap). The smaller the gap produced, the greater the weight value. In matching this profile, the selected TKI candidates are Indonesian Workers who are closest to the ideal profile of a qualified TKI.

scholarly journals Measuring the Autonomy of Female Family Heads in Savings and Loans Activities at a Microfinance Institution

2018 ◽  
Vol 23 (4) ◽  
pp. 215
Author(s):  
Linda Yuliantini
Keyword(s):  
Decision Making ◽  
Qualitative Approach ◽  
Individual Autonomy ◽  
Savings And Loans ◽  
Individual Female ◽  
Savings And Loan ◽  
Heads Of Household ◽  
Microfinance Institution ◽  
Household Heads ◽  
Depth Interviews

<p>It is important to study the autonomy of women's autonomy, because it is relational, multidimensional and influences the lives of women, especially regarding actions and decision-making in all aspects of their lives. This research explores the autonomy of female household heads (PEKKA) in savings and loan activities at a microfinance institution both individually and collectively. Pekka's individual autonomy is seen in the context of power through <em>power within</em>, <em>power to</em>, and <em>power over</em>, while collective autonomy is in line with the <em>power with</em> concept offered by Linda Mayoux. This study uses a qualitative approach with a female perspective. Data collection was conducted through in-depth interviews with five subjects that were selected purposively. The results showed that participation in savings and credit activities increased the autonomy of individual female heads of household more significantly compared to collective autonomy in groups.</p><p> </p>

Sistem Pendukung Keputusan Seleksi Beasiswa Situbondo Unggul Menggunakan Metode Simple Additive Weighting dan Profile Matching

2019 ◽  
Vol 3 (1) ◽  
pp. 20
Author(s):  
Moh Febri Nurul Qorik ◽  
Slamin Slamin ◽  
Priza Pandunata
Keyword(s):  
Decision Making ◽  
Information Systems ◽  
Matching Method ◽  
Profile Matching ◽  
Scholarship Recipients ◽  
The Difference ◽  
Waterfall Model ◽  
White Box Testing ◽  
Simple Additive Weighting ◽  
Selection Of

This study is about the use of simple additive weighting (SAW) and profile matching methods for the construction of information systems supporting the decision selection of scholarships. The case study of this research is the selection of superior situbondo scholarships in the Education Office of Situbondo Regency. The purpose of this study was to apply the profile matching method and SAW in resolving the problem of selecting the Situbondo Superior Scholarship recipients who had 2 aspects of assessment, namely aspects of poverty and academics which made it difficult to select scholarships, this difficulty is caused by the value of the aspect of poverty must be the smaller the difference in the value of students with the value of the scholarship it will be better while the academic value must go far beyond the minimum value, the better. The profile matching method is used to calculate the value of the aspect of poverty and SAW is used to calculate the value of the academic aspects. To determine the final results of this study using the criteria for decision-making scale determined by the District Education Office of Situbondo, one of the final methods of the method is less than 30 worth not funded, one of the final method values less than 60 is considered to be funded. The development of information systems supporting superior decision making for the Situbondo scholarship using the profile matching and simple additive weighting methods using a website-based system with system design using the SDLC waterfall model, implementation of the system using the laravel framework and program code using the hypertext pre-processor programming language (PHP ), while for managing the database using MySQL DBMS and system testing using black box and white box ( testing unit). The results of this research method of profile matching and simple additive weighting can be applied properly in a superior situbondo scholarship decision support system.

scholarly journals APLIKASI PENDUKUNG KEPUTUSAN PENENTUAN PROMOSI JABATAN MENGGUNAKAN METODE PROFILE MATCHING (STUDI KASUS DI PT. PETROKIMIA GRESIK)

2019 ◽  
Vol 1 (1) ◽  
pp. 1
Author(s):  
Wimpi Sancaka
Keyword(s):  
Decision Making ◽  
Decision Support ◽  
Decision Support System ◽  
Support System ◽  
Large Scale ◽  
Gap Analysis ◽  
Assessment System ◽  
Decision Making Process ◽  
Matching Method ◽  
Profile Matching

Human resources play an essential role in helping companies to achieve their vision and mission. As a large scale company, PT Petrokimia Gresik obviously needs to invest in Employees’ Performance Assessment System. It could act as a decision-making tool or a measure to evaluate and assess employees' performance at work so that theemployees’ promotion would be moreobjective and organized. Decision support system could be used to reduce the subjectivity in decision-making process. The decision support system that uses profile matching method or competency gap analysis was created based on the data which refers to the decree of the board of directors issued by PT Petrokimia Gresik. This system analyzes and assesses employee’s competencies by grouping and calculating core factors and secondary factors in each variable. The output of the calculation is a ranking of the candidates. By implementing decision support system which uses Profile Matching method, it assists company decision-making process in promotion decision based on employees’ competency scores more optimally.

scholarly journals Comparison of Profile Matching Method with SMART Method for Laboratory Assistant Selection

2020 ◽  
Vol 4 (2) ◽  
pp. 311-318
Author(s):  
Sri Rahayu Astari ◽  
Rusydi Umar ◽  
Sunardi
Keyword(s):  
Decision Making ◽  
Calculation Method ◽  
Calculation Methods ◽  
Matching Method ◽  
Profile Matching ◽  
Laboratory Assistant ◽  
Long Time ◽  
Main Factors ◽  
Level Of Importance

Laboratory assistant in university are the main factors in determining the course of practical in the laboratory. So it needs to be selected to get an assistant with good competence. Assistant selection is done by assessing four aspects namely administration, competence, microteaching, and interview. So far the assessment is still done manually, the criteria value still has the same importance. The calculation method which is also not optimal has an impact on the results and the long time of decision making. So we need a method to overcome these problems. In this study the calculation methods used are Profile Matching and SMART (Simple Multi Attribute Rating Technique). Based on research conducted both methods work by grouping criteria according to their level of importance. There are 12 criteria divided into four aspects, and alternative data of 7 participants were taken from 2019 participant data. The results of the two methods are ranking sequences compared with ranking results in 2019 selection. The results of this study show better profile matching because it has an accuracy value 100% is exactly the same as the results of the previous selection, while SMART is only 42.8%.  

scholarly journals Decision Support System for Achieving Scholarship Selection by Using Profile Matching Method

SinkrOn ◽  
2020 ◽  
Vol 4 (2) ◽  
pp. 92
Author(s):  
Rani Irma Handayani ◽  
Triningsih Triningsih ◽  
Melia Putri
Keyword(s):  
Decision Making ◽  
Decision Support ◽  
Decision Support System ◽  
Support System ◽  
Matching Method ◽  
High Achieving Students ◽  
Profile Matching ◽  
Scholarship Program ◽  
The Subject ◽  
School Activity

Learning is one of the obligations of students to do in every school activity where they study. However, sometimes many students are less able to digest the subject matter delivered by the teacher. Therefore, the school held a scholarship program for outstanding students. In order to motivate students to study harder. Achievement scholarships are given with the aim of motivating students to study harder. Currently the scholarship is not right on target because it is still done manually and it is not clear the criteria for a student to get an achievement scholarship. To conduct an assessment in awarding scholarships to high achieving students use a decision support system to help solve a problem. For this reason, to conduct an assessment in the awarding of scholarships, a decision support system using the Profile Matching method is used. Profile Matching method is one of the methods used in decision making. In this study, there are several aspects of the assessment for awarding achievement scholarships, namely the KKM Aspect, the Attendance Aspect, the Behavior Aspect, the Craft Aspect or the Discipline, the Neatness Aspect.

scholarly journals PENERAPAN PROFILE MATCHING UNTUK SELEKSI ASISTEN LABORATORIUM

Telematika ◽  
2019 ◽  
Vol 16 (1) ◽  
pp. 1 ◽  
Author(s):  
Sri Rahayu Astari
Keyword(s):  
Decision Making ◽  
Calculation Method ◽  
Profile Data ◽  
Matching Method ◽  
Analysis Process ◽  
Profile Matching ◽  
Criterion Weight ◽  
Secondary Factor ◽  
The Difference

AbstractLaboratory assistants in universities are usually active students who are recruited to help lecturers implement theoretical courses given by lecturers in class. Assistant recruitment is carried out to screen students who have talent in teaching, because in addition to assisting lecturers in providing practical material, becoming an assistant is a way to measure personal abilities that have talent in teaching. This study applies the profile matching method by determining the gap value which is the difference between the candidate values and the standard that has been set between the profile data from the selected assistant candidates. The purpose of applying this profile matching method is to get an assistant that is in accordance with the main and supporting factors that the reviewer will determine in each selection. Calculation using the profile matching method gives different weights to each criterion, so that the criteria have weights according to the type or standard of interest. This study uses a prototype method that involves the user in the analysis process. This study resulted in a calculation method using the profile matching method by determining each criterion weight, then classifying or dividing criteria into core factors and secondary factors which ultimately resulted in the total amount of the whole, and then ranking.Keywords : Assistant, Profile Matching, decision making, core factors, secondary factors.Asisten laboratorium di perguruan tinggi biasanya merupakan mahasiswa aktif yang direkrut untuk membantu dosen mengimplementasikan mata kuliah teori yang diberikan dosen dikelas. Rekrutmen asisten dilakukan untuk menyaring mahasiswa yang memiliki bakat dalam mengajar, karena selain untuk membantu dosen dalam memberikan materi praktikum, menjadi asisten adalah cara untuk mengukur kemampuan personal yang memiliki bakat dalam mengajar. Penelitian ini menerapkan metode profile matching dengan menentukan nilai gap yang merupakan selisih nilai calon dengan standar yang sudah ditetapkan antara profil data dari calon asisten yang diseleksi. Tujuan dari penerapan metode profile matching ini adalah untuk mendapatkan asisten yang sesuai dengan faktor utama dan pendukung yang akan ditentukan reviewer setiap seleksi dilakukan. Perhitungan menggunakan metode profile matching memberikan bobot berbeda pada setiap kriteria, agar kriteria mempunyai bobot sesuai dengan tipe atau standar kepentingannya. Penelitian ini menggunakan metode prototype yang melibatkan user dalam proses analisis. Penelitian ini menghasilkan cara perhitungan menggunakan metode profile matching dengan menentukan setiap bobot kriteria, kemudian mengelompokkan atau membagi kriteria menjadi core factor dan secondary factor yang akhirnya menghasilkan jumlah total dari keseluruhan, dan kemudian dilakukan perankingan.Kata Kunci : Asisten, Profile Matching, pengambilan keputusan, core factor, secondary factor

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.

scholarly journals Decision Support System for Tourist Attractions Recommendation in Sidoarjo Using Profile Matching Method and Analitycal Hierarchy Process Method

2020 ◽  
Vol 4 (2) ◽  
pp. 215-217
Author(s):  
Yurissa Mumtaz
Keyword(s):  
Decision Making ◽  
Decision Support ◽  
Predictor Variable ◽  
Tourist Attraction ◽  
Ahp Method ◽  
Matching Method ◽  
Tourist Attractions ◽  
Profile Matching ◽  
Hierarchy Process ◽  
Process Method

The problem that is often faced by tourists is choosing a tourist attraction that suits the needs that are desired, and in accordance with the budget. This study aims to facilitate tourists in determining tourist attractions that suitable with standard criteria. This research compares the Profile Matching and AHP methods in the best process of decision making, from several articles reviewed. The Profile Matching method assumes an ideal predictor variable and fits the criteria. Meanwhile, the AHP method carries out simultaneous analysis and is mutually integrated between its parameters. The results of this research answer the needs of domestic and foreign tourists in determining the desired tourist attractions as needed.

scholarly journals Implementasi Sistem Pendukung Keputusan Seleksi Penerimaan Karyawan Baru Dengan Metode Profile Matching

Respati ◽  
2018 ◽  
Vol 13 (3) ◽  
Author(s):  
Mulia Sulistiyono ◽  
Bernadhed Bernadhed
Keyword(s):  
Decision Making ◽  
Decision Support ◽  
Work Attitudes ◽  
Job Applicants ◽  
Decision Makers ◽  
Matching Method ◽  
Employee Recruitment ◽  
Profile Matching ◽  
Selection Of ◽  
The Ideal

INTISASIPengambilan keputusan diantara berbagai alternatif pilihan karyawan merupakan hal yang sulit untuk dilakukan, dalam situasi yang kompleks  pengambilan keputusan tidak dipengaruhi oleh satu faktor saja melainkan multi faktor dan mencakup berbagai jenjang maupun kepentingan. Biasanya pengambil keputusan dalam menentukan pilihan terbaik menggunakan intuisi dan subyektifitas semata, sehingga menjadi sebuah tantangan dengan berbagai resiko. Pendekatan dengan metode pencocokan profil atau profile matching merupakan salah satu jawaban dalam permasalahan ini. Dengan menggunakan metode ini keputusan diambil dengan mengidentifikasikan terhadap kelompok karyawan atau pelamar pekerjaan yang baik maupun buruk. Para karyawan dalam kelompok tersebut diukur menggunakan beberapa kriteria penilaian. Pelamar kerja yang diangkat adalah pelamar yang paling mendekai profil ideal seorang karyawan yang berhasil. Hasil dari penelitian ini menunjukkan nilai terbesar yang mempengaruhi seleksi calon karyawan adalah kriteria kognitif (K1) sebesar 40%, kemudian kriteria kepribadian (K2) sebesar 30% dan kriteria sikap kerja sebesar 30%. Untuk nilai yang digunakan untuk melakukan perankingan berdasarkan jumlah core factor dan secondary factornya.Kata kunci— Sistem pendukung keputusan, Penerimaan karyawan, Profile Matching, SDM . ABSTRACTDecision making among various alternative choices of employees is a difficult thing to do, in complex situations decision making is not influenced by just one factor but multi factors and includes various levels and interests. Usually decision makers in determining the best choice using intuition and subjectivity alone, so that it becomes a challenge with various risks. The approach with profile matching method is one of the answers to this problem. By using this method the decision is taken by identifying the good or bad group of employees or job applicants. Employees in the group are measured using several assessment criteria. Appointed job applicants are the most applicants who approach the ideal profile of a successful employee. The results of this study indicate the greatest value that affects the selection of prospective employees is cognitive criteria (K1) of 40%, then personality criteria (K2) of 30% and criteria for work attitudes of 30%. For values used to rank based on the number of core factors and secondary factors.Keyword—  Decision support system, employee recruitment, Profile Matching

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