Penerapan Metode Analytcal Hierarchy Process Pada Sistem Pendukung Keputusan Penerimaan Karyawan PT.SDN

Proses seleksi penerimaan karyawan secara manual, khususnya pada proses perhitungan nilai akhir setiap calon karyawan akan sangat membutuhkan banyak waktu, apalagi apabila jumlah calon karyawan yang mengikuti seleksi sangat besar. Sistem Pendukung Keputusan (SPK) adalah sistem yang berbasis personal komputer terdiri atas beberapa komponen yaitu komponen sistem bahasa (language), komponen sistem pengetahuan (knowledge), & komponen sistem pemrosesan perkara (duduk perkara processing) yang saling berkaitan satu menggunakan lainnya, didalam merogoh suatu keputusan melalui pengunaan data-data dan contoh-contoh keputusan supaya bisa memecahkan suatu pertarungan. Dalam penelitian yang akan dilaksanakan memakai Metode Analytical Hierarchy Process (AHP). Melakukan penyelesaian menggunakan AHP memiliki kaidah - kaidah yang dimana harus memahaminya, diantaranya: penyusunan hirarki, evaluasi perbandingan berpasangan, sintesa prioritas, & konsistensi logika. Berdasarkan analisa data yang dilakukan, diperoleh konklusi bahwa sistem pendukung keputusan karyawan menggunakan metode AHP bisa merampungkan banyak sekali perkara yang terdapat diperusahaan. sistem bisa menangani pertarungan tentang rekrutmen karyawan & sistem bisa menaruh output secara seksama & sempurna dan cepat menurut output perengkingan melalui perhitungan matrik berpasangan & nilai kriteria menurut masing-masing bobot nilai yang dipengaruhi secara sahih menurut output yang diperoleh. menurut output penelitian yang dilakukan bisa diperoleh output menurut perhitungan AHP ini terbukti sangat membantu perusahaan pada melakukan penyaringan penerimaan karyawan.Kata Kunci—AHP, Sistem, Pendukung, Keputusan, SPKThe selection process for hiring employees manually, especially in the process of calculating the final value of each prospective employee, will require a lot of time, especially if the number of prospective employees participating in the selection is very large. Using data and decision models to solve a problem, this study uses the Analytical Hierarchy Process (AHP) method. The basic principles of solving problems with AHP have rules which must be understood, including hierarchical arrangement, pairwise comparative assessment, priority synthesis, and logical consistency. Based on the data analysis, it is concluded that the employee decision support system using the AHP method can solve various problems that exist in the company. The system can handle problems regarding employee recruitment and the system is able to provide accurate and precise and fast results from the results of the ranking through the calculation of paired matrices and the criteria value of each weighted value that is determined correctly from the results obtained. From the results of research conducted, it can be obtained from the calculation of AHP which is proven to be very helpful for companies in screening employee acceptance.Keywords—AHP, System, Support, Decision, SPK

Because of Bostock

On a below-freezing January morning, Jennifer Chavez, an automobile technician, sat in a car that she was repairing to keep warm while waiting for delayed auto parts to arrive. Without intending to, she nodded off. Her employer promptly fired her for sleeping on the job. At least, that is the justification her employer gave. But Chavez had reason to believe that her coming out as transgender motivated the termination. In the months leading up to the January incident, Chavez’s supervisor had told her to “tone things down” when she talked about her gender transition. The repair-shop owner said that the transition made him “nervous” and could “impact his business,” claiming that it had prompted a prospective employee to decline a job offer. The owner had also instructed Chavez not to wear “a dress or miniskirt” or “too feminine attire” to and from work. Before coming out as transgender, Chavez was an “excellent employee” with a spotless disciplinary history. After coming out, things changed. The repair-shop management acted on advice from an attorney to begin writing up Chavez for issues “one at a time” with a “focus on work and performance.” The accidental nap may have been exactly the opportunity they needed.

Sistem Pendukung Keputusan Pemilihan Pegawai Honorer Kelurahan Babura dengan Metode MFEP

The employee is a person who works at the company with a predetermined time and also with a fixed salary as well. Honorary employees have fewer facilities than employees but. A company is not responsible for providing various traditional employer benefits, including taxes, social security and workers' compensation. Like a wise in the village office of Babura, each village office has a number of temporary employees to help work from the village office, including in Babura village office. This village also has several people as honorarium employees. In a certain period, employee salaries will change and will be replaced by new people. But to choose employee salaries cannot also be done easily. There are several requirements that must be met so that the prospective employee is well received. Several criteria will be taken into account in the selection process for prospective employee employees. Decision support systems are a good method of determining which employees are appropriate or not. The Multifactor Evaluation Process (MFEP) method can assist the Babura village office in determining who will be selected to be an honorarium employee at the office. By applying this method, the Babura village office will be greatly helped in assessing prospective employee salaries to be employed in the village office

Mitigating hiring risks through pre-employment background screening: Methodology based on the personnel security approach

In the wake of the corporate scandals linked to negligent hiring, many organisations worldwide have prioritised background investigations to avoid harm or legal liability and ensure safety of their assets, employees and clients. Negligent hiring takes place when an employer fails to verify that a prospective employee may pose a threat to their company. The article discusses the process of pre-employment screenings aimed at mitigating the risk of corporate fraud, unethical behaviour and organisational deviance. The goal of the article is to analyse a methodological basis for pre-employment background checks carried out by the in-house recruitment experts or third party employee screening companies. A large number of the existing studies have examined the theory and policies of pre-employment screenings, have scrutinised functionality and efficiency of background investigations and have addressed the methods used as part of this process. However, prior research has not identified a comprehensive and integrated technique of carrying out a pre-employment background check. To fill this gap, the paper suggests a vacancy-specific background screening of potential candidates according to the previously defined security criteria formulated in the article. The objective of the abovementioned approach is to generate an effective mechanism of identifying the so-called “risky hires” before the onboarding stage of recruitment. It is argued that both risk evaluation and pre-employment assessments of candidates should be viewed as a standard business practice integrated into a comprehensive hiring corporate policy.

Pengaruh Rekrutmen Dan Penempatan Terhadap Kinerja Karyawan Pada CV. Yen's Delight di Samarinda

Recruitment and placement is one of the keys to creating a professional Human Resources working in the company, as well as the selection of job placement places employee or prospective employee to make workers more efficient in carrying out their workload, and to enhance their skills and skills as a basis for running smooth tasks and assigns people rights and job titles to their interests and abilities. This study aimed to determine and analyze the impact of recruitment (X1) and placement (X2) on employee performance (Y) on CV. Yen's Delight in Samarinda. Primary data were obtained by interview 73 respondents using a questionnaire. Secondary data is obtained by conducting field observations. Data analysis using multiple regression techniques with a statistic software version of SPSS 22. The results show that the variables of recruitment consisting of basic hiring, recruitment resources, recruitment and placement consisting of education, work knowledge, experience, skills, quantity, quality, timeliness, attendance, supervisory cooperation ability influence employee performance. CV. Yen's Delight It is better to apply the recruitment method to further develop the recruitment method that has been applied to get more specific employee who are competent and apply good and correct placement methods so that the company pays more attention to the application of employee by follow their expertise and experience in their respective fields.

PENERAPAN METODE WEIGHTED PRODUCT SEBAGAI PENDUKUNG KEPUTUSAN SELEKSI KARYAWAN BARU PT. HI-LEX INDONESIA

Acceptance of employees in each company is an activity that is always carried out in a certain period or incidentally. This recruitment process requires a decision-making process as well as other decision-making processes in different contexts. In the context of employee recruitment, a number of prospective employees submit themselves by providing all required files and they may also be tested in writing or interview. The method that I use in this study is using a weighted product and quantitatively calculated. From the results of the research that has been done is obtained the best candidates from 10 households. Based on the results of the research conducted where the selection of assessment weights can be developed with other criteria according to company needs, the use of the Weighted Product method is more accurate to obtain the calculation of criteria weight, the results of calculations using the Weighted Product method, by reference to interview test criteria, tests psychological test, health test, work experience, recent education, age and appearance, then 1 (one) prospective employee is chosen, named Sukirman who will become an employee at PT.Hi-Lex Indonesia.

PENERAPAN METODE AHP SEBAGAI PENUNJANG KEPUTUSAN PENERIMAAN KARYAWAN PADA PT. ARKONIN

Companies open job vacancies, so in a short time usually will be flooded with files from job seekers. The problem is sometimes companies have difficulty in selecting job applicants, so applicants who actually do not meet the criteria or needs are included in the interview process, or even accepted to work at the company. As a result the company will have a workforce that is actually not in accordance with company needs. This study aims to make it easier to determine which applicants are truly competent and fit to be employees for certain positions in a company and facilitate the placement of employees in divisions that are available according to their expertise and needs. The method used to answer the problems faced by the AHP method. AHP results obtained from a questionnaire with 3 respondents who gave their answers were calculated and the final results obtained that prospective employee B was superior (52.3%) compared to prospective employee A (37.2%) and prospective employee C (10.5%).

Employers as Junior Immigration Inspectors: The Impact of the 1986 Immigration Reform and Control Act

21 International Lawyer, (1987)Maurice A. Roberts and Stephen W. Yale-LoehrThe Immigration Reform and Control Act of 1986 (IRCA), also known as the Simpson-Rodino Act, is the most significant piece of immigration legislation in over thirty years. It radically revamps this already complicated area of law. Its impact on employers is particularly great, and can be seen in three ways. First, fines of up to $10,000 and even jail sentences can be imposed on businesses that knowingly hire undocumented aliens. Second, every employer must now verify and maintain records on the immigration and citizenship status of each prospective employee, even if the applicant is a U.S. citizen. Third, antidiscrimination provisions prohibit all but the smallest employers from discriminating in hiring or firing on the basis of an individual's national origin or citizenship status. Persons who feel they have been discriminated against may initiate an action against the employer.These provisions create major new responsibilities for businesses, and in effect deputize them as junior immigration inspectors. Employers must now provide the sort of enforcement check that the woefully undermanned Immigration and Naturalization Service (INS) is unable to perform. Lawyers will feel these duties and prohibitions doubly: first in advising their business clients, and second in having to comply themselves, in their own role as employers.This article analyzes the employer sanctions and antidiscrimination provisions of the Simpson-Rodino Act. The article points out ambiguities, gaps, and unanswered questions in the statute and supplementing regulations, and provides practical pointers for attorneys, businesses, and individuals.