scholarly journals Analysis of the Performance of Employees with the Methods of Human Resources Scorecard and Analytical Hierarchy Process in the Labor Outsourcing Company

2020 ◽  
Vol 5 (8) ◽  
pp. 1615-1619
Author(s):  
Kharisma Islamy ◽  
Erry Rimawan ◽  
Farih Hidaya ◽  
Farid Faraitody
Keyword(s):  
Human Resources ◽  
Analytical Hierarchy Process ◽  
Service Providers ◽  
Performance Indicator ◽  
Employee Performance ◽  
Research Result ◽  
Performance Assessments ◽  
Good Service ◽  
Internal Business Process ◽  
Hierarchy Process

Corporate services are service providers. A good service company should give the best possible service in order to create its own satisfaction for customers. Therefore, there is a greet need for qualified human resources. A company’s success is based on it’s performance, if an employee’s performance is bad then it produces a bad company. This is where human resources are concerned. With the methods of Human Resources Scorecard and Analytical Hierarchy Process this can help to see if the company’s employee’s performance is good or not. On the method of Human Resources Scorecard are the four perspectives of financial perspectives, customer perspectives, internal business process perspectives, and learning & growth perspectives. The four perspectives have the strategy of objectivity, from the strategy of objectivity, the key performance indicator. Research result from the use of both method of human resources scorecard and analytical hierarchy process, show that the employee performance assessments in this company have increased from a 4,03 score which can mean good employee performance to 4,51 which can mean very good employee performance.

scholarly journals PENGUKURAN KINERJA SDM METODE HUMAN RESOURCES SCORECARD SEBAGAI UPAYA OPTIMALISASI KINERJA ORGANISASI

IQTISHODUNA ◽  
2017 ◽  
Vol 12 (1) ◽  
pp. 39-46
Author(s):  
Dwi Ermayanti S
Keyword(s):  
Human Resources ◽  
Employee Performance ◽  
Performance Measurement System ◽  
Soft Skill ◽  
Business Units ◽  
Financial Perspective ◽  
Customer Perspective ◽  
Process Perspective ◽  
Internal Business Process ◽  
Hierarchy Process

KSP Sejahtera Jatim is one of the cooperatives engaged in saving and loan. As a factor determinesthe attainment of the objectives of the company is employee performance. During this time, KSP SejahteraJatim has being improved the quality of human resources, only measuring soft skill employee performance andsubjectively. The Company has never made the measurement of employee performance as a whole so it isunknown any factors have not been identified and has not been achieved in forming the better quality ofemployee performance. Human Resources Scorecard is a performance measurement system of human resourcethat linked person-strategy-performance to produce a superior company. Human Resources Scorecard describesvision, mission, and human resources strategy into action a measurable contribution. The measurement ofhuman resources performance considering business units from four perspectives are financial perspective,customer perspective, internal business process perspective, learning and growth perspective. Each perspectivewithin Scorecard Human resources method is applied by Analytical Hierarchy process method.

scholarly journals RANCANGAN PENGUKURAN KINERJA SAFETY BALANCED SCORECARD PADA PERUSAHAAN ASBESTOS INDONESIA

Jurnal PASTI ◽  
2021 ◽  
Vol 15 (1) ◽  
pp. 35
Author(s):  
Bismar Maulani ◽  
Sawarni Hasibuan
Keyword(s):  
Business Process ◽  
Balanced Scorecard ◽  
Analytical Hierarchy Process ◽  
Performance Indicator ◽  
Key Performance Indicator ◽  
Internal Business Process ◽  
Hierarchy Process

Pelarangan beroperasinya industri asbes di beberapa Negara Barat menyebabkan perlunya perusahaan-perusahaan asbes mendisain ulang system manajemen kinerjanya yang mengintegrasikan aspek safety yang lebih ketat.  Tujuan penelitian ini adalah merancang sistem pengukuran kinerja dengan metode balanced scorecard yang diintegrasikan dengan safety pada kasus perusahaan atap asbestos di Indonesia. Langkah dalam melakukan penelitian ini adalah identifikasi sasaran strategis, identifikasi key performance indicator (KPI), merancang safety balanced scorecard, dan melakukan pengukuran kinerja. Pembobotan KPI dilakukan dengan menggunakan metode analytical hierarchy process (AHP).  Hasil rancangan safety balanced scorecard menghasilkan bobot sebesar 34,6% untuk perspektif learning & growth, 32% untuk perspektif internal business process, 19,2% untuk perspektif customer, dan 14,2% untuk perspektif financial.  Hasil pengukuran kinerja perusahaan asbestos menunjukkan skor kinerja tertinggi pada internal business process dengan skor 1,233, disusul learning & growth dengan skor 1,180, customer dengan skor 0,685, dan financial dengan skor 0,470. Hasil pengukuran total kinerja pada empat perspektif tersebut sebesar 3,567 yang menunjukkan bahwa kinerja safety BSC perusahaan atap asbestos masuk dalam kategori cukup.

Decision Support Rating System with Analytical Hierarchy Process Method

2018 ◽  
Vol 7 (2.3) ◽  
pp. 105 ◽  
Author(s):  
Muhammad Dharma Tuah Putra Nasution ◽  
Yossie Rossanty ◽  
Achmad Daengs GS ◽  
S Sahat ◽  
R Rosmawati ◽  
...  
Keyword(s):  
Decision Support ◽  
Human Resources ◽  
Support System ◽  
Analytical Hierarchy Process ◽  
Employee Performance ◽  
Implementation Process ◽  
Rating System ◽  
Hierarchy Process ◽  
Process Method

Human resources within a company's organization are significant to support the progress and quality of the company in achieving the goal. However, to achieve it all of these employees must have other supporting factors such as endurance, diligence, and accuracy or other skills. These factors can manage a system that can help to make decisions. One of the methods that can be used for decision support system is by using AHP (Analytical Hierarchy Process) method, this method is chosen because it can select the best alternative from a number of alternatives that is entitled to get the promotion and value of employee performance expected by company based on criteria which are determined. The result of the implementation process can sort the alternatives from the most considerable value to the smallest value.  

scholarly journals Usulan Perancangan Key Performance Indicator (KPI) dengan Konsep Green HRM menggunakan Perspektif Performance Prism dan Metode AHP pada Waris Cafe

2019 ◽  
Vol 5 (2) ◽  
pp. 70
Author(s):  
Winda Ayu Kinanti ◽  
Nunung Nurhasanah
Keyword(s):  
Quality Control ◽  
Human Resources ◽  
Analytical Hierarchy Process ◽  
Performance Indicator ◽  
Human Resources Management ◽  
Company Performance ◽  
Control Mechanisms ◽  
Performance Measurements ◽  
The Government ◽  
Hierarchy Process

<p class="Default"><em>Abstrak</em> – <strong>Dalam keberlangsungan suatu kinerja perusahaan, pentingnya </strong><strong>memiliki satuan baku dalam pengukuran kinerja perusahaan. Jika perusahaan tidak memiliki pengukuran kinerja, hal tersebut ternyata berdampak buruk bagi perusahaan karena tidak adanya bahan evaluasi untuk memperbaiki kinerja perusahaan terutama di bagian sumber daya manusia. </strong><strong>Pada penelitian ini, dilakukan usulan perancangan KPI pada restoran Waris <em>Café </em>dengan menerapkan konsep <em>Gree</em>n HRM. Bertujuan untuk merancang kinerja perusahaan dan turut serta menjaga keseimbangan lingkungan dengan melibatkan seluruh <em>stakeholder</em> restoran. Berdasarkan hasil wawancara dan diskusi dengan pakar, didapatkan </strong><strong>75 KPI secara keseluruhan yang terdiri dari tiap 5 <em>stakeholder</em>, dimana dalam tiap <em>stakeholder</em> memiliki 5 perspektif <em>performance prism</em>, dan dalam tiap 1 perspektif memiliki masing-masing 3 KPI</strong><strong>. Dengan menggunakan metode <em>Analytical Hierarchy Process</em> yang dibantu dengan <em>software Super Decisions</em>, </strong><strong>didapatkan hasil bobot kepentingan <em>stakeholder</em> terpilih yaitu investor dengan bobot 30,38%. </strong><strong>Bobot KPI pada tiap hirarki yaitu, <em>stakeholder </em>investor sebesar 0,1056 terdapat pada KPI peningkatan persentase pendapatan, pemasok sebesar 0,0993 terdapat pada KPI mekanisme <em>quality control</em> yang dilakukan diperketat, pelanggan sebesar 0,1047 terdapat pada KPI penentuan kualitas makanan yang disajikan, karyawan sebesar 0,1349 terdapat pada KPI efektivitas pemberian <em>rewards</em> dan <em>compensation</em> 10% dari pendapatan, regulator sebesar 0,1154 terdapat pada KPI mematuhi aturan yang ditetapkan pemerintah dalam proses bisnis yang dijalankan. </strong><strong></strong></p><p><em>Abstract </em><strong>- </strong><strong>In the sustainability of a company's performance, the importance of having a standard unit in measuring company performance. If the company does not have performance measurements, it turns out to have a bad impact for the company because there is no evaluation material to improve company performance, especially in the human resources section. In this study, the proposed design of KPI in Waris Café restaurant by applying the Green HRM concept. Aiming to not only design company performance, but also to maintain environmental balance by involving all restaurant stakeholders. Based on the results of interviews and discussions with experts, obtained 75 KPIs as a whole consisting of every 5 stakeholders, where each stakeholder has 5 performance prism perspectives, and in each 1 perspective each has 3 KPIs. By using the Analytical Hierarchy Process method which is assisted by the Super Decisions software, the result of the weighting of the interests of the selected stakeholders is investors with a weight of 30.38%. KPI weights in each hierarchy namely, stakeholder investors amounted to 0.1056 contained in KPIs increased percentage of income, suppliers amounted to 0.0993 contained in KPI quality control mechanisms were carried out tightened, customers amounted to 0.1047 contained in KPI determining the quality of food served, employees amounted to 0.1349 contained in KPI effectiveness granting rewards and compensation of 10% of revenue, the regulator of 0.1154 found in KPI complies with the rules set by the government in the business processes carried out.</strong></p><p><strong><em>Keywords</em></strong><strong> - </strong><em>Performance indicator</em>, <em>Performance prism</em><em>, </em><em>Green human resources management, Analytical Hierarchy Process</em></p>

scholarly journals Metode Analytical Hierarchy Process (AHP) Dalam Penilaian Kompetensi Soft Skill Pegawai Kantor Balai Desa Ambalutu

2021 ◽  
Vol 1 (1) ◽  
pp. 89-94
Author(s):  
Dewi Safitri ◽  
Dewi Anggraeni ◽  
Suparmadi Suparmadi
Keyword(s):  
Analytical Hierarchy Process ◽  
Soft Skills ◽  
Employee Performance ◽  
Pairwise Comparison ◽  
Performance Assessments ◽  
Ahp Method ◽  
Soft Skill ◽  
Result Show ◽  
Personal Skills ◽  
Hierarchy Process

Abstract: Employees are a highly needed human resource. In order to achieve the desired goals, the agency conducts performance assessments on the soft skill competencies of its employees. Employee performance appraise based on communication, honesty, cooperation, and personal skills. Analytical hierarchy proces (AHP) method, pairwise comparison assesment to get priority value. In this srudy, the result show the rasio of 0.07 which means that the assesment is consistent because it is less than 0.1, so that the percetage of the calculation is 40%,honesty 34%, cooperation 17%, and personal 10%. The result of this study indicate that the AHP method can be used  a method for assesing the soft skills competence of employeesof the ambalutu village office. Keywords: Analytical Hierarchy Process (AHP), Soft Skill, Village hall Office  Abstrak: Pegawai merupakan sumber daya manusia yang sangat dibutuhkan. Demi mencapai tujuan yang diinginkan maka instansi melakukan penilaian kinerja terhadap kompetensi soft skill pegawainya. Penilaian kinerja pegawai berdasarkan kemampuan Komunikasi, Kejujuran, kerja Sama, dan Personal. Metode Analytical Hierarchy Process (AHP), penilaian perbandingan berpasangan untuk mendapatkan nilai prioritas. Pada penelitian ini menunjukkan hasil rasio 0.07 yang berarti penilaian yang dilakukan tersebut konsisten karena kurang dari 0.1, sehingga memperoleh persentase perhitungan dengan nilai Komunikasi 40%, Kejujuran 34%, Kerjasama 17%, dan personal 10%. Hasil penelitian ini menunjukkan bahwa metode AHP dapat digunakan sebagai metode untuk penilaian kompetensi soft skill pegawai Kantor Balai Desa Ambalutu. Kata kunci: Analytical Hierarchy Process (AHP), Soft Skills, Kantor Balai Desa

Analisis Evaluasi Kinerja Vendor Berdasarkan Penetapan Kriteria Vendor Performance Indicator (VPI) Menggunakan Metode Analytical Hierarchy Process (AHP) Pada PT. XYZ

2019 ◽  
Vol 2 (2) ◽  
pp. 113
Author(s):  
Nadya Uci Pramita ◽  
Adhitomo Wirawan
Keyword(s):  
Performance Evaluation ◽  
Carbon Steel ◽  
Analytical Hierarchy Process ◽  
Pressure Vessel ◽  
Performance Indicator ◽  
Evaluation Process ◽  
Raw Material ◽  
Quality Cost ◽  
Questionnaire Method ◽  
Hierarchy Process

The purpose of this study is to analyze the process of performance evaluation of vendors especially in the vendor that provides a raw material for pressure vessel plate made of carbon steel. As for the evaluation process undertaken by PT. XYZ through performance indicators (KPI) where an evaluation that applied a focus on quality and delivery. In this study, researchers used the designation criteria vendor performance indicator (VPI) where the criteria used consist of quality, cost, delivery, flexibility and responsiveness (QCDFR). The methods used in the analysis process that is Analytical Hierarchy Process (AHP). Data collecting directionally by questionnaire method among 3 respondents on the procurement department that know the performance of the vendors over the years. The result showed that PT. RE has the best performance among the four vendors, as known PT.SS, PT. ST, PT. CH and PT. UN within value 0.540; The vendor with lowest performance owned by PT.CH within value 0.034.Keyword : Analytical Hierarchy Process (AHP), vendor performance indicator (vpi), plate pressure vessel, vendor performance evaluation Penelitian ini bertujuan untuk menganalisis proses evaluasi kinerja vendor khususnya pada vendor yang mensupplai bahan baku plate pressure vessel berbahan carbon steel. Adapun proses evaluasi yang dilakukan oleh PT. XYZ melalui key performance indicator (KPI) dimana evaluasi yang diterapkan hanya berfokus pada quality dan delivery. Dalam studi ini, peneliti menggunakan penetapan kriteria Vendor Performance Indicator (VPI) dimana kriteria yang digunakan yaitu quality, cost, delivery, flexibility dan responsiveness (QCDFR). Metode yang digunakan dalam proses analisis yaitu Analytical Hierarchy Process (AHP). Pengambilan data menggunakan kuisioner terhadap 3 informan pada departemen procurement yang dianggap mengetahui kinerja vendor selama ini. Adapun hasil penelitian menunjukkan bahwa PT. RE memiliki kinerja yang terbaik diantara keempat vendor yaitu PT. SS, PT. ST, PT. CH serta PT. UN dengan nilai bobot sebesar 0.540 sedangkan vendor dengan kinerja terendah dimiliki oleh PT. CH dengan nilai bobot sebesar 0.034.Kata kunci : Analytical Hierarchy Process (AHP), vendor performance indicator (VPI), plate pressure vessel, evaluasi kinerja vendor.

scholarly journals Employee Performance Analysis using Analytical Hierarchy Process and Weighted Product Combinations Algorithm

2021 ◽  
Vol 1783 (1) ◽  
pp. 012010
Author(s):  
Raja Tama Andri Agus ◽  
Muhammad Ardiansyah Sembiring ◽  
Mustika Fitri Larasati Sibuea ◽  
Mardalius ◽  
Andri Nata
Keyword(s):  
Performance Analysis ◽  
Analytical Hierarchy Process ◽  
Employee Performance ◽  
Hierarchy Process

Employee Performance Assessment at PG-TK Diamond Kids School Using the Analytical Hierarchy Process Method

2021 ◽  
Vol 11 (02) ◽  
pp. 26-32
Author(s):  
Hery Sunandar
Keyword(s):  
Performance Assessment ◽  
Analytical Hierarchy Process ◽  
Work Performance ◽  
Employee Performance ◽  
Complete Data ◽  
Complex Problems ◽  
Hierarchy Process ◽  
Process Method

The problem of work performance at the foundation has not been maximally measured, only a review of achievements based on an assessment that is considered not perspective because it is not based on accurate points from employees. Regarding solving complex problems based on employee assessments, foundation leaders need to be careful to collect more detailed, accurate, and complete data. Therefore, it is necessary to have a program that can analyze the work and achievements of employees at the foundation. So one of the ways to analyze the assessment is the Analytical Hierarchy Process.

scholarly journals ANALISIS SISTEM KEBIJAKAN PENGEMBALIAN KELEBIHAN PEMBAYARAN WAJIB PAJAK ORANG PRIBADI MELALUI RESTITUSI DAN KOMPESANSI DI KPP PRATAMA MANADO

2017 ◽  
Vol 12 (2) ◽  
Author(s):  
Bryan S Lempas ◽  
Treesje Runtu ◽  
Rudy J. Pusung
Keyword(s):  
Human Resources ◽  
Research Method ◽  
Public Awareness ◽  
Descriptive Analysis ◽  
Research Result ◽  
Good Service ◽  
State Expenditures

Tax is a source of revenue to finance all State expenditures including expenditures for development and expenditure in improving the welfare and quality of Human Resources (HR). The tax contribution in funding State expenditures continues to increase and requires support in the form of raising public awareness to meet its tax obligations. This research was conducted in Manado City, where this study aims to examine the return of overpayment. The research method used is descriptive analysis research. Result of research indicate that KPP Pratama manado give good service for taxpayer individual who apply for restitution of amount of tax debt paid by public also must know that even if money have entered to treasury state if proved there is more pay then State treasury also willing to reverse or compensate for other types of taxes. The refund of the tax payment is a refund of tax overpayment that has been assumed is really a tax that is more paid.Keyword : Refund of overpayments, restitution, and compensation of individual taxpayers

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