scholarly journals PENERAPAN METODE SIMPLE ADDITIVE WEIGHTING UNTUK PERANGKINGAN KINERJA PEGAWAI TERBAIK DI STIKES GETSEMPENA LHOKSUKON

2021 ◽  
Vol 9 (01) ◽  
pp. 1-4
Author(s):  
Mukhroji Mukhroji ◽  
Fadhlina Fadhlina
Keyword(s):  
Decision Making ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Research Needs ◽  
Decision Matrix ◽  
Informed Decisions ◽  
Matrix Assessment ◽  
Simple Additive Weighting

Employee performance appraisal in an institution is an absolute thing that needs to be done, where employees compete fiercely to get the best category in order to achieve a brilliant career in that agency. Every agency needs qualified, honest, educated, and disciplined employees to ensure good quality. Each agency has a different and selective way of determining good employees, this can also be a consideration for agency leaders to choose the best employee criteria so that they are worthy of being placed in strategic positions. From some of the descriptions above, this research needs to be carried out which aims to assist a leader in an institution in determining the best employees. This study applies the Simple Additive Weighting (SAW) method for decision making to rank the best employee performance. The steps taken are determining the criteria and attributes that will be the reference in the decision matrix assessment so that the final result obtained is the ranking of the best criteria and attribute values ​​that can help the leadership of an agency to make informed decisions in determining the best employees to be placed in strategic positions in these agencies.

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 of Employee Performance Evaluation

2019 ◽  
Vol 8 (6S2) ◽  
pp. 1007-1012
Keyword(s):  
Decision Making ◽  
Performance Evaluation ◽  
Decision Support ◽  
Decision Support System ◽  
Performance Appraisal ◽  
Support System ◽  
Employee Performance ◽  
Accurate Information ◽  
Intellectual Capacity ◽  
Waterfall Model

Employee Performance Evaluation at CV Artha Mandiri Pringsewu is still done manually, without a computerized system, so that it faces obstacles to obtain actual and accurate information. In order to be successful in business today, CV. Artha Mandiri needs information system that can support decision making and various information. Problems that often occur in the process of employee performance appraisal include the decision-making subjectivity, especially if several existing employees have abilities that are not much different. The use of decision support systems is a solution to reduce subjectivity in decision making designed with Visual Basic 6.0 programming, The calculations were performed on all criteria for all employees, so it is expected that employees with the best abilities are selected. Decision support system is supported by a descriptive method in the development of system software with Waterfall model. The calculation process is carried out to determine employee recommendations in the Promotion System based on 3 aspects namely Intellectual Capacity, Work Attitude and Behavior. The result of this process is employee ranking. This ranking is the basis for decision makers to choose employees who are suitable in the vacant positions that are expected to help evaluating the performance of employees at CV Artha Mandiri

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 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.

scholarly journals Processing developments in employee performance and reward

2018 ◽  
Vol 5 (3) ◽  
pp. 289-300 ◽  
Author(s):  
Stephen J. Perkins
Keyword(s):  
Decision Making ◽  
Performance Management ◽  
Performance Appraisal ◽  
Organizational Effectiveness ◽  
Employee Performance ◽  
Theory And Practice ◽  
Self Control ◽  
Organizational Control ◽  
Corporate Management ◽  
Content Type

Purpose The purpose of this paper is to surface and discuss issues associated with employee performance appraisal as a multi-staged social interaction reportedly the butt of managerial dissatisfaction, especially when used to inform decisions around pay and other rewards. Design/methodology/approach To substantiate the territory, existing management-based evidence from the published literature is curated and discussed to frame issues for investigation under the rubric of performance appraisal as an activity that may be understood as combining interaction between forms of administrative, social and psychologically oriented control. Primary evidence, drawn from recent research sponsored by the Chartered Institute of Personnel and Development, which combines data sets informed by a survey of HR specialists and a follow-on focus group, is then used to illustrate views on relevant themes across a sample of UK-based private, public and third sector organizations (n=715). Findings A significant number of organizations apply performance appraisal approaches, somewhat mediated by sector and size, and in turn use the results to inform various forms of HRM decision making – in particular reward management. While claims have been circulating in popular media suggesting the widespread abandonment of traditional performance appraisal, and while the study finds dissatisfaction regarding the utility of existing bureaucratic elements of appraisal mechanisms, the position is more nuanced. Practical implications Corporate management attention is drawn to choices of the extent to which they are investing in building line management capabilities to address the consequences of policy decisions to amplify the importance of informal alongside formal performance management processes, and potential reward decision making, mindful of the indeterminate character of the employment relationship and its dynamic, socially constructed character. Social implications Performance appraisal may benefit from re-interpreting the balance between emphasis on administrative, social and self-control, given changing expectations among workforce members and those who evaluate organizational effectiveness in contemporary society, and the ongoing contested nature of organizational control. Originality/value Employee performance appraisal as an institutional process central to organizational control systems is a topic of interest to both organizational effectiveness academics and the managerial practitioners they study. Using data that broadly represent recent developments in managerial practice across “UK plc”, the paper informs reflection on theory and practice.

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 Decision Support System Employee Performance Appraisal Method Using TOPSIS

2020 ◽  
Vol 2 (2) ◽  
pp. 307-312
Author(s):  
Tri Benny Febrian ◽  
Agustina Simangunsong
Keyword(s):  
Decision Making ◽  
Decision Support ◽  
Decision Support System ◽  
Performance Appraisal ◽  
Support System ◽  
Employee Performance ◽  
Final Decision ◽  
The Board Of Directors ◽  
Appraisal Method ◽  
Quantitative Descriptive

Employee performance is the level of achievement of an employee of a particular task that is influenced by internal and external factors of the company where the employee works. Employee performance is influenced by many factors including competency, attendance, loyalty and length of work. The purpose of this study is to create and design a Decision Support System (SPK) for evaluating employee performance using the TOPSIS method and applying the method to employee performance evaluation SPK. TOPSIS is a decision-making method that has multiple criteria or criteria. This type of research is a quantitative descriptive method that presents methods and research objects based on numbers. The study population was 42 employees at PT Catur Karya Sentosa and used as many as 4 employees as research samples and data were collected by interview method. The results showed that the calculation of employee performance using the TOPSIS algorithm runs well and efficiently and can be done every month so as to minimize or even eliminate the employee performance appraisal method subjectively. Ranking taken from the results of this method is the final result after the calculation of positive and negative ideal solutions as consideration of the final decision making by the board of directors.

scholarly journals Decision Support System for Assessment of Learning Process Using Simple Additive Weighting

CCIT Journal ◽  
2021 ◽  
Vol 14 (2) ◽  
pp. 141-149
Author(s):  
Euis Nurninawati ◽  
Henderi Henderi ◽  
Sudaryono Sudaryono
Keyword(s):  
Decision Making ◽  
Performance Appraisal ◽  
Learning Process ◽  
Teaching And Learning ◽  
Learning Task ◽  
Decision Making Process ◽  
Guidance Services ◽  
Assessment Of Learning ◽  
Simple Additive Weighting ◽  
Existing Data

Lecturers are entitled to get promotions and awards in accordance with their academic performance. Service of teaching and learning process of quality and professional will affect hope and feeling of satisfaction for student to spirit in follow lecture. Performance appraisal according to the favorite lecturer selection guidelines are (a) giving the syllabus at the beginning of the semester, (b) teaching on time, (c) mastering the taught material, (d) correcting assignments and timely grades and (e) serving academic guidance students well. Lecturers who can be elected are a lecturer who have given lectures on all courses in the department at least two semesters and are not currently following the learning task and has provided academic guidance services at least two semesters. Because there is no objective method to decide better and faster, based on existing data. Making the information system that can provide recommendations needed a proper method of decision making. Simple Additive Weighting (SAW) method is appropriate for the decision-making process because it can determine the weight value for each attribute, then proceed to the ranking process that will select the best alternative from some of the best alternatives.

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.

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