ANALISA KINERJA PEGAWAI UNIVERSITAS METHODIST INDONESIA MENGGUNAKAN FUZZY MULTI ATRIBUT DECISION

2019 ◽  
Vol 3 (1) ◽  
pp. 80-89
Author(s):  
Asaziduhu Gea
Keyword(s):  
Decision Making ◽  
Decision Support ◽  
Work Performance ◽  
Employee Performance ◽  
Fuzzy Model ◽  
Performance Appraisals ◽  
Employee Behavior ◽  
Improve Performance ◽  
Multi Attribute Decision Making

Implementation of performance appraisals needs to be carried out by each organization or agency involving management. In this case the Indonesian Methodist University has Human Resources who carry out their duties in serving service activities with the aim of being able to manage and serve effectively and efficiently. In the role of decision support systems in the context of the overall information system is intended to improve performance through the application of information technology and determine the approach used in the decision making process, to evaluate interactive selection. This software was built using the Fuzzy model with the Multi Attribute Decision Making method. This software provides an assessment based on Job Execution Assessment (DP3), namely loyalty, work performance, responsibility, obedience, honesty, cooperation, initiative and leadership so that the results can be used as decision support for promotion. The importance of the assessment for work requires that the assessment must be truly objective, namely measuring the performance of employees at the true Methodist University of Indonesia ,. This means that the implementation of the assessment must reflect the actual implementation of work and evaluate employee behavior that reflects the success of the implementation of work that results in the satisfaction of people who receive services. Keywords: Decision Support, Fuzzy, Multi Attribute Decision Making, Employee Performance

scholarly journals Implementasi Algoritma Weighted Product (WP) Dengan Model Fuzzy Multi Attribute Decission Making (FMADM) Dalam Penilaian Kinerja Karyawan

2020 ◽  
Vol 2 (1) ◽  
pp. 57-65
Author(s):  
Kiki Apni Puspita Sari ◽  
Eka Irawan ◽  
Fitri Rizky
Keyword(s):  
Decision Making ◽  
Decision Support ◽  
Performance Appraisal ◽  
Support System ◽  
Employee Performance ◽  
Research Data ◽  
Evaluation Activity ◽  
Security Guard ◽  
System Technique ◽  
Multi Attribute Decision Making

Employee performance appraisal is a work evaluation activity that is used to determine the quality which will be used for the achievement of each individual employee. The purpose of this research is to appraise employee performance, especially for the security guard. In this study the authors used the Decision Support System technique using the Fuzzy Multi Attribute Decision Making algorithm, namely Weighted Product. The source of the research data used was to provide an assessment form to Krani Papam. In the employee performance appraisal, researchers used 5 assessment criteria, including: Attendance (C1), Responsibility (C2), Commitment (C3), Cooperation (C4), and Motivation (C5). In this study, the alternative used as a sample is employees in the security section (security guard). From the results of manual calculations and system testing, the highest value is 0.0286. It is expected that the results of this study can provide input to the office, especially the security section (security guard) in selecting employee performance so that the assessment is carried out objectively.

SISTEM PENDUKUNG KEPUTUSAN PEMILIHAN GURU BERPRESTASI KOTA MEDAN MENERAPKAN METODE PREFERENCES SELECTION INDEX (STUDI KASUS : DINAS PENDIDIKAN KOTA MEDAN)

2018 ◽  
Vol 2 (1) ◽  
Author(s):  
Fajar Syahputra ◽  
Mesran Mesran ◽  
Ikhwan Lubis ◽  
Agus Perdana Windarto
Keyword(s):  
Decision Making ◽  
Decision Support ◽  
Decision Support System ◽  
Support System ◽  
Formal Education ◽  
Basic Education ◽  
Selection Index ◽  
Main Task ◽  
Selection Of

The teacher is a major milestone in the world of education, the ability and achievement of students cannot be separated from the role of a teacher in teaching and guiding students. Based on the Law of the Republic of Indonesia No. 14 of 2005 concerning Teachers and Lecturers, in Article 1 explained that teachers are professional educators with the main task of educating, teaching, guiding, directing, training, evaluating, and evaluating students in early childhood education through formal education, basic education and education medium. Whereas in Article 4 of the Act, it is explained that the position of teachers as professionals serves to enhance the dignity and role of teachers as learning agents to function to improve the quality of national education.Decision making is an election process, among various alternatives that aim to meet one or several targets. The decision-making system has 4 phases, namely intelligence, design, choice and implementation. These phases are the basis for decision making, which ends with a recommendation.The Preferences Selection Index (PSI) method is a rarely used decision support system method. This method is a method developed by stevanie and Bhatt (2010) to solve the Multi Criteria Decision Making (MCDM). With the right consideration, this method can be one of the tools to determine policies in decision-making systems, especially the selection of outstanding teachers. Determination of policies taken as a basis for decision making, must use criteria that can be defined clearly and objectively.Keywords: Decision Support System, PSI, Selection of Achieving Teachers

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

Group Decision Support Systems

2009 ◽  
pp. 82-89
Author(s):  
John Wang ◽  
James Yao
Keyword(s):  
Decision Making ◽  
Information Technology ◽  
Decision Support ◽  
Decision Support Systems ◽  
Group Decision ◽  
Support Systems ◽  
Group Support Systems ◽  
Group Decision Support ◽  
Group Decision Support Systems

Group decision support systems (GDSSs) which aim at increasing some of the benefits of collaboration and reducing the inherent losses are interactive information technology-based environments that support concerted and coordinated group efforts toward completion of joint tasks (Dennis, George, Jessup, Nunamaker, & Vogel, 1998). The term group support systems (GSSs) was coined at the start of the 1990’s to replace the term GDSS. The reason for this is that the role of collaborative computing was expanded to more than just supporting decision making (Patrick & Garrick, 2006). For the avoidance of any ambiguities, the latter term shall be used in the discussion throughout this paper

The role of depression pharmacogenetic decision support tools in shared decision making

2017 ◽  
Vol 126 (1) ◽  
pp. 87-94 ◽  
Author(s):  
Katarina Arandjelovic ◽  
Harris A. Eyre ◽  
Eric Lenze ◽  
Ajeet B. Singh ◽  
Michael Berk ◽  
...  
Keyword(s):  
Decision Making ◽  
Decision Support ◽  
Shared Decision Making ◽  
Decision Support Tools ◽  
Shared Decision ◽  
Support Tools

Effects of Feedback Accountability and Self-Rating Information on Employee Appraisals: A Replication and Extension

2007 ◽  
Vol 100 (3_suppl) ◽  
pp. 1091-1100 ◽  
Author(s):  
Ted H. Shore ◽  
Armen Tashchian
Keyword(s):  
Performance Feedback ◽  
Management Practice ◽  
Employee Performance ◽  
Poor Performance ◽  
Performance Appraisals ◽  
Performance Study ◽  
Self Rating ◽  
Effects Of Feedback ◽  
Rating Information

The influence of feedback accountability and self-rating information on employee performance appraisals was examined. Undergraduate business student participants assumed the role of “supervisor” and evaluated a fictitious “subordinate” whose performance on a clerical task was either moderately poor or very good. Participants were either given fictitious self-rating information, or no self-rating information, and were told they were expected to provide performance feedback to their ratee, or there was no feedback expectation. As expected, in Study 1 both self-rating information and expected feedback-sharing independently resulted in lenient ratings for poor performance, and the combined effects resulted in the highest ratings. By contrast, results for good performance (Study 2) were not significant. Implications of the findings for human resource management practice and research were discussed.

scholarly journals The Role of Passing Time in Decision-Making

2018 ◽  
Author(s):  
Nathan J. Evans ◽  
Guy Hawkins ◽  
Scott Brown
Keyword(s):  
Decision Making ◽  
Task Design ◽  
Perceptual Decision Making ◽  
Improve Performance ◽  
Decision Speed ◽  
Decision Environments ◽  
Threshold Amount ◽  
And Task ◽  
Response Deadlines

Theories of perceptual decision-making have been dominated by the idea that evidence accumulates in favor of different alternatives until some fixed threshold amount is reached, which triggers a decision. Recent theories have suggested that these thresholds may not be fixed during each decision, but change as time passes. These collapsing thresholds can improve performance in particular decision environments, but reviews of data from typical decision-making paradigms have failed to support collapsing thresholds. We designed three experiments to test collapsing threshold assumptions in decision environments specifically tailored to make them optimal. An emphasis on decision speed encouraged the adoption of collapsing thresholds – most strongly through the use of response deadlines, but also through instruction to a lesser extent – but setting an explicit goal of reward rate optimality through both instructions and task design did not. Our results provide a new explanation for previous findings regarding decision-making differences between humans and non-human primates.

Sign in / Sign up

Export Citation Format

Share Document