scholarly journals Penentuan kenaikan level pada karyawan dengan penerapan metode profile matching

2019 ◽  
Vol 9 (2) ◽  
pp. 65-78
Author(s):  
Lis Utari ◽  
Ika Merina
Keyword(s):  
Job Performance ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Personal Data ◽  
Performance Criteria ◽  
Matching Method ◽  
Work Attitude ◽  
Profile Matching ◽  
Job Attitude ◽  
And Behavior

PT Infomedia Solusi Humanika is an outsourcing company that works with PT. Telkom Indonesia, electing employees who will go up / level, but a few months later the level obtained by the employee dropped or decreased level because that will be held re-election for all employees in the Fulfillment division using the Profile Matching calculation (Matching Profile). In the Profile Matching Method, there is a Gap, that is, if the employee's value approaches the value of the gap, the employee's opportunity to level up is even greater. The criteria used for evaluating employee performance are Personal Data criteria, Job Performance criteria, Job Attitude criteria, and Behavior criteria. After analyzing using the Profile Matching method for 28 employees of PT. Infomedia Humanika Solutions obtained rankings and known to be the most superior employee among other employees. For data analysis calculations used Linear Regression analysis. The results of the analysis found that the criteria that had the most influence on employee ranking were the Job Performance criteria and the least influential criteria were the Work Attitude criteria.

Analysis of Human Resouce Placement Based on Ability and Work Skills using the Profile Matching Method

2019 ◽  
Vol 1 (2) ◽  
pp. 24-30
Author(s):  
Sumiyatun ◽  
Edi Faizal ◽  
Hera Wasiati
Keyword(s):  
Public Relations ◽  
Work Performance ◽  
Employee Performance ◽  
Work Skills ◽  
Matching Method ◽  
The Public ◽  
Work Attitude ◽  
Profile Matching ◽  
Employee Competencies ◽  
The Right

Human resource management is closely related to employee performance to provide the best service to companies and steak holders. The right placement is a way to optimize the ability, skills towards good work performance for the workers themselves. The right position will be able to help the company (organization) in achieving its goals. Analysis of decision support systems developed in this research uses the Profile Matching method. Criteria for placement of employee positions based on aspects of personality and aspects of work attitude. The results of this research are an analysis used to rank employee competencies that will occupy employee positions in the public relations and admissions departments.

scholarly journals Employee Performance Assessment Decision Support Using Profile Matching Method Compared to Simple Additive Weight Addition at Dharma Buddhi University, Tangerang

bit-Tech ◽  
2019 ◽  
Vol 2 (1) ◽  
pp. 28-42
Author(s):  
Muhammad Subhana ◽  
Yakub Yakub
Keyword(s):  
Performance Evaluation ◽  
Decision Support ◽  
Human Resources ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Performance Ratings ◽  
Matching Method ◽  
Profile Matching ◽  
Weight Method ◽  
One Year

An employee performance evaluation of the Buddhist Dharma University is needed to see the potential of its human resources. To get an employee performance appraisal in one year requires a decision support system that is fast and measurable so that the information obtained is accurate. The method used in assessing employee performance uses profile matching and is compared with the SAW (simple additive weight) method so that the results can be properly compared. The purpose of employee appraisal is so that leaders can easily obtain information about employee performance ratings at Buddhii Dharma University. The results of the value using the profile matching method can be recommended for salary increases and positions of 4 employees. Which can be recommended for salary increases there are 17 employees and those who are not eligible for salary increases and positions are valued at 12 employees. And comparing with the Simple Additive Weight (SAW) method, there are 19 employees who are eligible to raise salaries and 14 employees who are not eligible to raise salaries and positions

scholarly journals PENGARUH KOMPETENSI TERHADAP PRESTASI KERJA KARYAWAN BAGIAN MARKETING PADA KOPERASI SERBA USAHA (KSU) SINAR JAYA MALANG

2018 ◽  
Vol 4 (1) ◽  
Author(s):  
Muhammad Budi Arifin
Keyword(s):  
Regression Analysis ◽  
Job Performance ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Self Concept ◽  
Average Score ◽  
High Category ◽  
Scale Range ◽  
Very High

The purpose of this study was to determine the effect of competence on the part of employes job performance marketing division. This type of research is a quantitative study conducted on 32 employees of the marketing Koperasi Serba Usaha (KSU) Sinar Jaya Malang. Analysis tools used were a range of scales and multiple linear regression analysis. The results of research competence influence on employee performance, including the ability to know that the competence evidenced in the high category with an average score scale range is 100.67, competence knowledge in very high category with a score of 105, and competence in the category of self-concept is also very high with the average score scale range is 109.67. Employee performance in the high category, indicated by an average score of 93.33 scale range.Keywords: The Characteristics of Individuals, Competence and employee performance, Marketing.

scholarly journals IMPLEMENTATION OF PROFILE MATCHING METHOD IN ASSESSMENT OF EMPLOYEE PERFORMANCE IN DIRECTORATE GENERAL OF OIL AND GAS

2020 ◽  
Vol 2 (2) ◽  
pp. 83-90
Author(s):  
Anggi Oktaviani ◽  
Jannes Parulian Siregar ◽  
Dahlia Sarkawi ◽  
Deny Novianti
Keyword(s):  
Oil And Gas ◽  
Employee Performance ◽  
Work Satisfaction ◽  
Mineral Resources ◽  
Matching Method ◽  
Creative Imagination ◽  
Moral Value ◽  
Assessment And Evaluation ◽  
Profile Matching ◽  
Directorate General

Every employee is always trying to improve their skills and achievements. So he can get a good career path according to his idea. Institutional Directorate General of Oil and Gas in the Ministry of ENERGY and Mineral resources, as well as the assessment of employee performance also provided by the company to reward certain achievements. At this time analysis of assessment officers in Ditjen Migas is still done in a subjective. There should be ways and methods as an alternative election leader to suit your needs. In this study, the profile matching method was used as an alternative to providing assessment and evaluation of the key performance indexes of each employee. There are two aspects in conducting assessment and evaluation, namely: performance aspect and work satisfaction aspect. There are several levels of performance aspects: a leadership of thoroughness and responsibility, verbalization of ideas, encouragement of achievement, concentration, and creative imagination. The work satisfaction aspect has a discipline, high moral value, skilled, integrity, and loyalty. There is a ranking change from candidates after being counted by the profile matching method whose employees with NIP 1388510026 have the first position in 4.5137

scholarly journals Application for Employee Performance Assessment Using Profile Matching Method

SinkrOn ◽  
2019 ◽  
Vol 4 (1) ◽  
pp. 83
Author(s):  
Siti Aisyah ◽  
Windania Purba ◽  
Mawaddah Harahap ◽  
Amir Mahmud Husein
Keyword(s):  
Decision Support ◽  
Performance Appraisal ◽  
Work Performance ◽  
Employee Performance ◽  
Academic Research ◽  
Matching Method ◽  
Appraisal Process ◽  
Profile Matching ◽  
Calculation Results ◽  
Long Time

Human resources an important role for the agency. Good employee performance can provide a good image for the company. Many companies give rewards or rewards to their employees for their work performance. The assessment is done in addition to giving or appreciation as well as motivation for employees to work better. Problems that often occur in the employee appraisal process are the large number of employees and the criteria assessed and data processing are still in conventional process so that takes a long time and the results of the assessment are still not objective. To overcome, application was built could simplify the employee performance appraisal process. The method used is Profile Matching to assess and determine employees who excel. Factors or criteria used in the form of performance, discipline, honesty, years of service, cooperation. Profile matching is broadly the process of comparing the actual data value of a profile to be assessed with the expected profile value. Application is built based on web with PHP programming and MYSQL. To help the process of employee performance appraisal at Universitas Prima Indonesia. Collecting data in research using literature studies, observations, interviews, and sampling. Result the research is Profile Matching Method can be use for Decision Support System in determining employee achievement, with the highest calculation results in the sample data obtained by A3 and the lowest position obtained by A1. In academic, research can be an enrichment of teaching materials especially in subject of Decision Support Systems and information systems in general.

Pengaruh Motivasi Kerja Dan Lingkungan Kerja Terhadap Kinerja Karyawan Bappeda Kabupaten Wonosobo Tahun 2013

2017 ◽  
Vol 1 (2) ◽  
pp. 135-147
Author(s):  
Ary Sutrischastini ◽  
Ratna Setyani
Keyword(s):  
Work Environment ◽  
Work Motivation ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Test Validity ◽  
Multiple Linear Regression Analysis ◽  
Reliability Testing ◽  
Evaluation Influence ◽  
Environment Variables ◽  
Research Goal

This research goal is to identification and evaluation influence of work motivation and work environment to employee’s performance in BAPPEDA Kabupaten Wonosobo. The object of this research is 37 employees of Badan Perencanaan Pembangunan Kabupaten Wonosobo. And the location of this research is at Badan Perencanaan Pembangunan Kabupaten Wonosobo. The analysis used is test validity, reliability testing, and test the hypothesis, with the help of the computer program SPSS version 17, using multiple linear regression analysis. Based on calculations of data and analysis used, the regression equation is obtained: Y = 11.733 + 0.320 X1 +0.334 X2 + ε, by using the equation regression analytical method can conclude that (X1) take effect positively against employees performance. With t value in amount of 2,219 (bigger than t in table in amount of 1,690) and significance value in amount of 0,33. By applying significance limited value in amount of 0,05, it means, hypothesis that claim if work motivation take effect against employees performance can be accepted. There is a positive and significant correlation between work environment variables (X2) against employees. With t value in amount of 2,219 (bigger than t in table in amount of 1,690) and significance value in amount of 0,33 (smaller than 0,5). Simultaneously, work motivation take effect positively and significantly against employees performance with the F value in amount of 11,562 (bigger than 0.05), then obtained significance value 0.000. It can be concluded that the work motivation and work environment has a positive and significant influence on employee performance in BAPPEDA Kabupaten Wonosobo.

PENGARUH PERBAIKAN BERKESINAMBUNGAN TERHADAP KINERJA KARYAWAN (STUDI KASUS DI PT.RENTANG BUANA NIAGAMAKMUR TASIKMALAYA)

2019 ◽  
Vol 3 (1) ◽  
pp. 31-41
Author(s):  
Sri Sudiarti
Keyword(s):  
Data Analysis ◽  
Continuous Improvement ◽  
Research Method ◽  
Employee Performance ◽  
Sampling Technique ◽  
Positive Influence ◽  
Performance Criteria ◽  
Coefficient Of Determination ◽  
Analysis Techniques ◽  
Simple Regression

The objectives of this research are to know and to analyze about the effect of Continuous Improvement on the performance of employees at PT. Rentang Buana Niagamakmur (PT.RBN) Tasikmalaya. Research method which applied in this research is survey research method, while data collecting technique is done by through questionaire. Sampling technique applies sample is accidental sampling technique and the size sample is 55 respondents. Data analysis techniques used in the study is simple regression technique, analysis of the coefficient of determination  and t test. The results showed that the Continuous Improvement  including both criteria, including employee performance criteria, as well as Continuous Improvement  has a positive influence on employee performance of 76,4% in PT . Rentang Buana Niagamakmur (PT.RBN) Tasikmalaya.

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