scholarly journals DECISION SUPPORT OF CONTRACT EMPLOYEE PERFORMANCE ASSESSMENT USING SAW METHOD AT PT. AEROFOOD ACS

2021 ◽  
Vol 17 (1) ◽  
pp. 79-84
Author(s):  
Fathur Rahman ◽  
Naf'a Syarifa ◽  
Hendri Hendri ◽  
Hafifah Bella Novitasari ◽  
Windu Gata
Keyword(s):  
Decision Support ◽  
Performance Assessment ◽  
Customer Service ◽  
Employee Performance ◽  
Service Orientation ◽  
Achievement Orientation ◽  
Simple Additive Weighting

Pengelolaan SDM dari suatu perusahaan sangat mempengaruhi banyak aspek penentu keberhasilan kinerja perusahaan tersebut. Jika SDM dapat di organisir dengan baik, maka diharapkan perusahaan dapat menjalankan semua proses bisnisnya dengan baik. Oleh karena hal tersebut, PT. Aerofood ACS yang memiliki banyak karyawan kontrak, perlu adanya penilaian kinerja karyawan dalam menentukan perpanjangan kontrak. Peran sistem pendukung keputusan sangat dibutuhkan guna meningkatkan efisiensi pengambilan keputusan. Dalam hal ini membantu pihak manajemen dalam mencapai tujuan dari penilaian kinerja karyawan kontrak melalui parameter-parameter yang sudah ditentukan oleh pihak perusahaan tersebut, diantaranya Discipline, Integrity, Achievement Orientation, Continnous Learning, Continunous Improvement, Quality Orientation, Customer Service Orientation, dan Teamwork. Untuk mencari solusi dalam menyelesaikan masalah tersebut, metode dalam Sistem Pengambilan Keputusan yang digunakan yaitu dengan metode Simple Additive Weighting (SAW). Semua parameter yang dinyatakan mempunyai pengaruh penting dalam penetapan alternatif keputusan terbaik dalam menentukan perpanjangan kontrak karyawan.

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.

Software entrepreneurs’ competencies based on business growth

2020 ◽  
Vol 22 (1) ◽  
pp. 111-132
Author(s):  
Iman Sudirman ◽  
Joko Siswanto ◽  
Atya Nur Aisha
Keyword(s):  
Project Management ◽  
Customer Service ◽  
Large Scale ◽  
Statistical Tests ◽  
Service Orientation ◽  
Achievement Orientation ◽  
Chi Square ◽  
Content Type ◽  
Technical Competencies ◽  
Chi Square Test

Purpose This study aims to identify the competencies of small- and medium-sized enterprises’ (SMEs) entrepreneurs in the software sector and the perceived level of attainment in each competency. It also examines whether these competencies and their levels affect business turnover and growth (in terms of business scale and duration). Design/methodology/approach To accomplish this purpose, the study took a quantitative approach, involving a survey of 33 SME entrepreneurs, which was then processed using statistical tests, including chi-square test, Kruskal–Wallis test and ordinal regression. Findings There were four findings of the study. Firstly, software SME entrepreneurs need 17 competencies, with high levels of soft competencies being required and average levels of technical competencies. Secondly, there are significant differences in perceived levels of customer service orientation (p = 0.089) depending on the scale of the business and in perceived levels of project management (p = 0.087) depending on the duration of the business. Thirdly, customer service orientation (p = 0.031) and project management (p = 0.01) both have a significant influence on business revenues. Fourthly, there were significant gaps in perceived levels of competency (p < 0.05) in achievement orientation, customer service orientation and project management. Originality/value There is existing research that conducts competency mappings at the managerial level in large-scale organizations; however, this sort of research in relation to SME entrepreneurs is still lacking. The present study seeks to fill this gap. It also maps integrated entrepreneurial competencies, including soft and technical competencies; a focus that is lacking in previous studies.

scholarly journals Simple Additive Weigthing (SAW) Untuk Pemberian Reward Kepada Karyawan Pada PT. CAHAYA KASIH ANUGRAH

2020 ◽  
Vol 3 (3) ◽  
pp. 95-105
Author(s):  
Fernando B Siahaan
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Support System ◽  
Employee Performance ◽  
Performance Appraisals ◽  
Performance Rating ◽  
Simple Additive Weighting ◽  
To Receive

Reward is a form of appreciation given by the company to its employees for the achievements given in a certain period, this gift is a form of motivation to all employees to show their performance at the company. The problem is that there is no system for conducting an assessment because it is still manual, a decision support system is needed to determine employee performance appraisals based on criteria set by the company. Simple additive weighting is the best method to perform weighted summation of the performance rating of each alternative on the attribute. The purpose of this study was to determine the assessment of the criteria for the best employees to receive rewards using simple additive weighting. In the discussion, it is explained that the criteria for evaluating employee performance consist of competence, responsibility, behavior, cooperation and discipline. The conclusion is that the best employees are Brother Fredy's after adding the preference values of each leader, namely 1.46, 1.53 and 1.58 with a total value of 4.57, this assessment follows the criteria set by the company for all its employees.

scholarly journals Decision Support System For Employee Bonus Determination With Web-Based Simple Additive Weighting (SAW) Method In PT. Mayatama Solusindo

2020 ◽  
Vol 2 (1) ◽  
pp. 7-13
Author(s):  
Yuda Irawan
Keyword(s):  
Decision Making ◽  
Decision Support ◽  
Decision Support System ◽  
Support System ◽  
Program Implementation ◽  
System Development ◽  
Employee Performance ◽  
Weighting Method ◽  
Simple Additive Weighting ◽  
Analysis System

Decision Support System is a computerized system designed to increase effectiveness in decision making to solve semi-structured and unstructured problems so that the decision-making process can be of higher quality. One method of solving MADM problems is by using the Simple Additive Weighting method. The SAW method is to find the weighted sum of the performance ratings for each alternative of all attributes. This study aims to design and create a system to determine which employees are entitled to receive bonuses, for that we need a decision support for giving employee bonuses decisions. In this study using the Simple Additive Weighting method. The system development model used is a waterfall. Waterfall has several stages, namely needs analysis, system design, writing program code, program testing, program implementation and maintenance. The results showed the benefits of the SAW method as a decision support system for determining employee bonuses based on the employee performance of PT. Mayatama Solusindo can assist administrators in determining employee bonuses quickly and effectively. So the bonus that employees get using the SAW method is the basic salary times the percentage of the ranking value.

Kompetensi yang Optimal Terhadap Penilaian Kinerja Guru dengan Metode Simple Additive Weighting

2021 ◽  
pp. 154-159
Author(s):  
A Alfarisdon ◽  
S Sumijan ◽  
Gunadi Widi Nurcahyo
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Performance Assessment ◽  
Support System ◽  
Teacher Performance ◽  
Teacher Assessment ◽  
Main Task ◽  
Teacher Competence ◽  
Teacher Performance Assessment ◽  
Simple Additive Weighting

Professional teachers should be able to improve their quality to achieve the vision and mission of the school where the teacher is carrying out their duty. The main task of an educator is to provide students with the process of learning, educating, training and giving directions to create a better learning process. Besides carrying out the task of teaching, an educator also needs to be able to develop themselves sustainably in order to increase self-competencies. There are four competencies should be owned by an educator they are pedagogic, personality, social and professional. To measure those competencies, school head master have to conduct teacher assessment by pointed assessors. Teacher performance assessment functions to analyses teachers ' professionalism in learning processes at a school, teachers participation on self-empowerment activities as well as capacity building. This study aims to calculate the value of teacher performance assessment optimally based on competence through a decision support system. Simple Additive Weighting method is used in this decision support system. By using Simple additive weighting, the sum of weight ratings performance on each alternative in all the attributes can be collected. This decision support system used to make it easier to take a decision and a supporter of decision in performance evaluations. Dataset treat in this research was collected in SMP Negeri 25 Padang. The data consisting of four different criteria in accordance with teacher competence. The result of the study reaches the level of accuracy of 93%. This study is expected to bring benefits for school leaders as the reference in order to optimize the teacher performance evaluation objectively.

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 Kompetensi yang Optimal Terhadap Penilaian Kinerja Guru dengan Metode Simple Additive Weighting

2021 ◽  
pp. 156-161
Author(s):  
A Alfarisdon ◽  
S Sumijan ◽  
Gunadi Widi Nurcahyo
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Performance Assessment ◽  
Support System ◽  
Teacher Performance ◽  
Teacher Assessment ◽  
Main Task ◽  
Teacher Competence ◽  
Teacher Performance Assessment ◽  
Simple Additive Weighting

Professional teachers should be able to improve their quality to achieve the vision and mission of the school where the teacher is carrying out their duty. The main task of an educator is to provide students with the process of learning, educating, training and giving directions to create a better learning process. Besides carrying out the task of teaching, an educator also needs to be able to develop themselves sustainably in order to increase self-competencies. There are four competencies should be owned by an educator they are pedagogic, personality, social and professional. To measure those competencies, school head master have to conduct teacher assessment by pointed assessors. Teacher performance assessment functions to analyses teachers ' professionalism in learning processes at a school, teachers participation on self-empowerment activities as well as capacity building. This study aims to calculate the value of teacher performance assessment optimally based on competence through a decision support system. Simple Additive Weighting method is used in this decision support system. By using Simple additive weighting, the sum of weight ratings performance on each alternative in all the attributes can be collected. This decision support system used to make it easier to take a decision and a supporter of decision in performance evaluations. Dataset treat in this research was collected in SMP Negeri 25 Padang. The data consisting of four different criteria in accordance with teacher competence. The result of the study reaches the level of accuracy of 100 %.This study is expected to bring benefits for school leaders as the reference in order to optimize the teacher performance evaluation objectively.

scholarly journals Sistem Keputusan dengan Metode Multi Attribute Utility Theory dalam Penilaian Kinerja Pegawai

2021 ◽  
pp. 215-220
Author(s):  
Fuad El Khair ◽  
Sarjon Defit ◽  
Y Yuhandri
Keyword(s):  
Performance Assessment ◽  
Utility Theory ◽  
Employee Performance ◽  
Comparison Method ◽  
Positive Influence ◽  
South Coast ◽  
Service Orientation ◽  
Civil Registration ◽  
A Value ◽  
Multi Attribute Utility Theory

In an agency, it takes an employee who is able to carry out the work in accordance with the objectives in achieving a target becomes an assessment by the leaders. Not only attendance, but also leadership, commitment, cooperation, discipline, service orientation, integrity and ability to perform the task given also need to be used as an indicators . The purposes aim to motivate employees to be passionate in doing every activity and to have a positive influence on their work in facing challenges of globalization. Decision Support System is a need. It is called a Multi Attribute Utility Theory method is a quantitative comparison method that usually combines measurements of different risk costs and benefits. The data processed for employee performance assessment in this study as many as 20 samples sourced from the Population and Civil Registration Office of Pesisir Selatan Regency. This based on several specified criteria and weights. There are 6 data that are used in it. Such as service orientation, integrity, commitment, discipline, cooperation and employee performance goals. The result is able to support employee decisions using predetermined criteria. So that  highest value is in the 6th alternative with a value of 1.8 and the lowest value on the 16th alternative with a value of 0. Later it will be a consideration for Population and Civil Registry Office of South Coast Regency to assess its employees in  certain period. Employee performance assessment is proven to be able to help the South Coast Population and Civil Registration Office.

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