Abstract:Abstract: The Employee’s performance appraisal is something that must be done by the company or organization to be able to evaluate the company's development. Permata Hati Duri Hospital conducts employee performance appraisals…
ce appraisals every month. This study aims to create an employee performance appraisal system that can facilitate the hospital when evaluating employee performance. The assessment criteria used are competence, professionalism, communication, management and friendliness with. This research uses TOPSIS method, PHP and MySQL programming as database. The sample used is 10 employees. The final result obtained in the system is the result of ranking employee.
Keywords: employee performance appraisal; topsis.
Abstrak: Penilaian kinerja karyawan adalah hal yang harus dilakukan oleh perusahaan atau organisasi untuk dapat mengevaluasi perkembangan perusahaan. Rumah Sakit Permata Hati Duri melakukan penilaian kinerja terhadap karyawan pada setiap bulannya. Penelitian ini bertujuan membuat sistem penilaian kinerja karyawan yang dapat memudahkan pihak rumah sakit saat melakukan penilaian kinerja karyawan. Kriteria penilaian yang digunakan adalah kompetensi, profesionalisme, komunikasi, manajemen dan keramahan dengan. Penelitian ini menggunakan metode TOPSIS, pemograman PHP dan MySQL sebagai database. Adapun sampel yang digunakan adalah 10 karyawan. Hasil akhir yang didapatkan pada sistem berupa hasil perangkingan nilai karyawan.
Kata kunci: penilaian kinerja karyawan; topsis.
Abstract:Abstract: PT Pinus Merah Abadi is one of the distributor companies in Indonesia engaged in selling snacks such as snacks and wafers with the Nabati brand. Every month the company offers increased incentives for its employees…
yees with predetermined conditions or targets. But in the process, the incentive calculation is managed manually using criteria by the General Affair Personnel who then data the results of the manual calculation are sent to the central office to obtain the disbursement of funds. Sometimes the results of these decisions are too rigid. The method used to solve this problem is the RAD method and each stage is adjusted accordingly based on the Tsukamoto fuzzy algorithm. From this study, an application of decision support systems was obtained that could support decision making to increase incentives that were more appropriate in human consideration.
Keywords: decison support system design; incentive calculation; tsukamoto method
Abstrak: PT Pinus Merah Abadi merupakan salah satu perusahaan distributor di Indonesia yang bergerak di bidang penjualan makanan ringan seperti snack dan wafer dengan merk nabati. Setiap bulan perusahaan menawarkan insentif yang meningkat bagi karyawannya dengan kondisi atau target yang telah ditentukan. Namun dalam prosesnya, perhitungan insentif dikelola secara manual menggunakan kriteria oleh personil urusan umum yang kemudian data hasil perhitungan manual dikirim ke kantor pusat untuk mendapatkan pencairan dana. Terkadang hasil dari keputusan ini terlalu kaku. Metode yang digunakan untuk memecahkan masalah ini adalah metode RAD dan dalam setiap tahap disesuaikan sesuai berdasarkan algoritma fuzzy Tsukamoto. Dari studi ini, sebuah aplikasi dari sistem pendukung keputusan diperoleh yang dapat mendukung pengambilan keputusan untuk meningkatkan insentif yang lebih tepat dalam pertimbangan manusia.
Kata kunci: metode tsukamoto; peningkatan insentif, perancangan sistem pendukung keputusan
Abstract:Abstract: PT. Pia Garda Utama is one of the outsourcing service providers in the West Sumatra region. The company still uses Microsoft Excel to store data from fans, ranging from recruitment, initial selection to the appointment…
ointment of prospective employees. During this time the process of hiring employees at PT. Pia Garda is still not effective or recommended, which still requires a long time in determining the final results in accordance with the criteria set by the company. The processes carried out by PT. Pia Garda Utama is very unfavorable for applicants or prospective employees, this may not be the pure results of the applicant's ability, more than the results of the thoughts and conclusions of the examiners. To overcome these problems, a Decision Support System was created which will assist in processing the exam data of the applicants so as to produce an effective and efficient decision that can assist the company in determining the criteria for prospective buyers needed by the company.
Keywords: decision support system; client server; employee acceptance
Abstrak: PT. Pia Garda Utama merupakan salah satu perusahaan penyedia jasa Outsourcing di wilayah Sumatera Barat. Perusahaan masih menggunakan microsoft excel untuk menyimpan data-data dari para pelamar, mulai dari Perekrutan, penyeleksian awal sampai pada tahap penentuan calon karyawan. Selama ini Proses penerimaan karyawan di PT. Pia Garda Utama masih belum efektif atau subjektif yang masih membutuhkan waktu yang cukup lama dalam menentukan hasil akhir penerimaan karyawan yang sesuai dengan kriteria yang ditetapkan perusahaan. Proses –proses yang dilaksanakan oleh PT. Pia Garda Utama sangat tidak menguntungkan bagi pelamar atau calon karyawan, hal ini dikarenakan hasil yang didapat bisa dikatakan bukan murni dari kemampuan pelamar tersebut, melainkan dari hasil pemikiran dan kesimpulan para penguji. Untuk mengatasi permasalahan tersebut maka dibuat suatu Sistem Penunjang Keputusan (SPK) yang akan membantu dalam mengolah data ujian dari pelamar sehingga menghasilkan sebuah keputusan yang efektif dan efisien yang dapat membantu perusahaan dalam menentukan kriteria calon karyawan yang dibutuhkan oleh perusahaan.
Kata kunci: client server; penerimaan karyawan; sistem pendukung keputusan
Abstract:Abstract: Sulaman Mayang's Industry has implemented a desktop-based system in data processing, a one-way system involving only one actor/user of the system. So that in use there are some new problems that have arisen that…
t affect the performance of services to customers. This study aims to analyze and test the quality of the Mayan embroidery information system using the McCall method. Analysis is carried out on several aspects of the product operation including the quality factors of correctness (truth), reliability (reliability), efficiency (efficiency), integrity (integrity) and usability (usability). Data was collected through questionnaires from 38 respondents involving workers/employees and customers. The results showed that overall the quality of the Sulaman Mayang information system was at the level of 76% (the quality of the information system was good according to the scale interpretation of the percentage of quality factors). Thus the quality of Mayang embroidery information systems needs to be improved in accordance with recommendations which are improvements to the quality of Mayan embroidery information systems.
Keywords: McCall Method; Sulaman Mayang; the quality of information system.
Abstrak: Industri Sulaman mayang sejauh ini menerapkan sistem berbasiskan dekstop dalam pengolahan data, sistem yang digunakan satu arah hanya melibatkan satu aktor/pengguna sistem saja. Sehingga dalam penggunaan ada beberapa persoalan baru yang bermunculan yang mempengaruhi kinerja layanan terhadap pelanggan. Penelitian ini bertujuan untuk menganalisa dan menguji kualitas sitem informasi sulaman mayang dengan meggunakan metode McCall. Analisa dilakukan terhadap beberapa aspek dalam product operation diantaranya faktor kualitas correctness (kebenaran), reliability (keandalan), effisiensy (efisien), integrity (integritas) dan usability (kegunaan). Data dikumpulkan melalui kuosioner dari 38 responden yang melibatkan pekerja/karyawan dan pelanggan. Hasil penelitian menunjukkan bahwa secara keseluruhan kualitas sistem informasi sulaman mayang berada pada level 76% (kualitas sistem informasi tersebut baik menurut skala penafsiran persentase faktor kualitas). Dengan demikian kualitas sistem informasi sulaman mayang perlu ditingkatkan sesuai dengan rekomendasi yang merupakan perbaikan kualitas sistem informasi sulaman mayang.
Kata kunci: kualitas sistem informasi; metode McCall; Sulaman Mayang
Abstract:Abstract: Payroll is an acceptance in return from the employer to the employee for a job or service that has been done and is expressed or valued in the form of money determined on the basis of an agreement or legislation…
n and is paid on the basis of an employment agreement between the employer and the employee including benefits, both for the employees themselves and for the family. This research takes place at PT. Astro Niaga Jaya. The payroll process at PT. Astro Niaga Jaya is still conventional. Salary calculations are based on different details that hinder the performance process of the human resources department. Errors in calculating salaries can be fatal because it will affect the preparation of financial statements. Therefore, it is necessary to have an employee payroll information system so that the human resources department is not wrong in collecting employee payroll data. The purpose of this paper is to design employee attendance and payroll information systems at PT. Astro Niaga Jaya using Waterfall method in order to produce information that is fast, precise and accurate. The Waterfall method is often used in designing an information system. Payroll Information System can work effectively and efficiently.
Keywords: payroll, information, system
Abstract:Abstrack: New Employee Recruitment on campus STMIK ROYAL. In the selection usually the campus will provide several series of tests to determine the ability and personal of the prospective employee. Data test results will…
be stored in an archive or computer in the form of tables that create data and value of each test participant. Based on the current employee recruitment system HR has difficulty in selecting and evaluating the competent employees. To overcome this made a decision support system of new employee acceptance especially part of laboratory assistant. For determine employees who will be accepted, then built a computerized decision-making system that is able to facilitate the process of receiving new employees. the determination and identification of labor by using SAW method (Simple additive weighting) is a method that can find a best alternative from various alternatives based on predetermined criteria. The point is that the method determines the weight value for each criterion. The best alternatives are those who are eligible to be employees based on predetermined criteria. Assessment is done by finding the value of weight for each criterion, then conducted the ranking process that will determine the optimal alternative that is the employee who will be considered by the decision maker to become employees at the company. This decision support system will be able to assist the human resources in determining the recruitment of new employees, especially the assistant laboratory at STMIK ROYAL.
Keywords: assessment criteria, SAW method, decision support system.
Abstrak: Penerimaan Karyawan baru pada kampus STMIK ROYAL. Dalam penyeleksian biasanya pihak kampus akan memberikan beberapa rangkaian tes untuk mengetahui kemampuan serta pribadi dari calon pegawai tersebut. Data hasil tes tersebut nantinya akan disimpan dalam suatu arsip ataupun komputer yang berupa tabel yang membuat data dan nilai masing-masing peserta tes. Berdasarkan system penerimaan pegawai yang berjalan saat ini SDM mengalami kesulitan dalam menyeleksi dan mengevaluasi pegawai yang berkompeten. Untuk mengatasinya dibuat suatu sistem pendukung keputusan penerimaan pegawai baru khususnya bagian asisten laboraturium.Untuk menentukan pegawai yang akan diterima, maka dibangun sebuah sistem pengambilan keputusan terkomputerisasi yang mampu memudahkan proses penerimaan pegawai baru. penentuan dan identifikasi tenaga kerja dengan menggunakan metode SAW (Simple additive weighting) adalah metode yang dapat mencari suatu alternatif terbaik dari berbagai alternatif berdasarkan kriteria – kriteria yang telah ditentukan. Intinya bahwa metode tersebut menentukan nilai bobot pada setiap kriteria. Alternatif terbaik yang dimaksud adalah yang berhak menjadi pegawai berdasarkan kriteria yang telah ditentukan. Penilaian dilakukan dengan mencari nilai bobot untuk setiap kriteria, kemudian dilakukan proses perangkingan yang akan menentukan alternatif optimal yaitu para pegawai yang akan dipertimbangkan oleh pengambil keputusan untuk menjadi pegawai pada perusahaan tersebut. Sistem pendukung keputusan ini nantinya dapat mambantu pihak SDM dalam menentukan perekrutan karyawan baru khususnya asisten laboraturium di STMIK ROYAL.
Kata Kunci : kriteria penilaian, metode SAW, sistem pendukung keputusan.
Abstract:Abstract: Based on the current employee recruitment system HR STMIK Royal has difficulty in selecting and evaluating the competent employees. To overcome this made a decision support system of new employee acceptance especially…
ecially part of laboratory assistant. For determine employees who will be accepted, then built a computerized decision-making system that is able to facilitate the process of receiving new employees. the determination and identification of labor by using SAW method (Simple additive weighting) is a method that can find a best alternative from various alternatives based on predetermined criteria. The point is that the method determines the weight value for each criterion. The best alternatives are those who are eligible to be employees based on predetermined criteria. Assessment is done by finding the value of weight for each criterion, then conducted the ranking process that will determine the optimal alternative that is the employee who will be considered by the decision maker to become employees at the company. This decision support system will be able to assist the human resources in determining the recruitment of new employees, especially the assistant laboratory at STMIK Royal.
Keywords: assessment criteria, SAW method, decision support system.
Abstrak: Berdasarkan sistem penerimaan pegawai yang berjalan saat ini SDM mengalami kesulitan dalam menyeleksi dan mengevaluasi pegawai yang berkompeten. Untuk mengatasinya dibuat suatu sistem pendukung keputusan penerimaan pegawai baru khususnya bagian asisten laboraturium.Untuk menentukan pegawai yang akan diterima, maka dibangun sebuah sistem pengambilan keputusan terkomputerisasi yang mampu memudahkan proses penerimaan pegawai baru. penentuan dan identifikasi tenaga kerja dengan menggunakan metode SAW (Simple additive weighting) adalah metode yang dapat mencari suatu alternatif terbaik dari berbagai alternatif berdasarkan kriteria – kriteria yang telah ditentukan. Intinya bahwa metode tersebut menentukan nilai bobot pada setiap kriteria. Alternatif terbaik yang dimaksud adalah yang berhak menjadi pegawai berdasarkan kriteria yang telah ditentukan. Penilaian dilakukan dengan mencari nilai bobot untuk setiap kriteria, kemudian dilakukan proses perangkingan yang akan menentukan alternatif optimal yaitu para pegawai yang akan dipertimbangkan oleh pengambil keputusan untuk menjadi pegawai pada perusahaan tersebut. Sistem pendukung keputusan ini nantinya dapat mambantu pihak SDM dalam menentukan perekrutan karyawan baru khususnya asisten laboraturium di STMIK Royal.
Kata kunci: kriteria penilaian, metode SAW, sistem pendukung keputusan.
Abstract:This study examines how employees perceive and trust Algorithmic Performance Appraisal (APA) in digital-native and technology-driven companies. Adopting Organizational Justice Theory, the Trust in Technology Framework, and…
nd Cognitive Appraisal Theory, the research explores both the direct and indirect effects of APA on employee trust, with Perceived Procedural Fairness (PPF) as a mediating variable. The study uses a quantitative, cross-sectional approach, collecting data from 200 employees in technology-based organizations and analyzing the data with Partial Least Squares Structural Equation Modeling (PLS-SEM). Results show that APA significantly enhances both procedural fairness and employee trust, with PPF playing a partial mediating role in this relationship. These findings underscore the importance of transparency, procedural legitimacy, and avenues for employee voice in cultivating trust in algorithmic systems. The study’s theoretical contribution lies in its integration of multiple perspectives on trust and fairness within algorithmic HR management. The practical implication calls for the careful design and implementation of APA systems that employees perceive as fair and trustworthy. Future research should investigate these relationships in longitudinal and multi-contextual settings to deepen the understanding of trust dynamics in evolving AI-mediated work environments.
Abstract:Public service quality is one of the fundamental indicators in assessing the performance of government institutions, especially at the district level where direct interactions with citizens take place. This study aims to…
analyze the influence of employee motivation on the quality of administrative services at the Leihitu Sub-district Office, Central Maluku Regency. The research employs a quantitative approach with an explanatory design to identify causal relationships between variables. The population in this study consists of all employees involved in administrative services, and total sampling was used due to the manageable number of staff. Data were collected through a structured questionnaire using a Likert scale to measure motivation and service quality indicators. The data were analyzed using descriptive statistics and linear regression to determine the effect of motivation on service quality. The results show that employee motivation significantly and positively influences administrative service quality. Employees with higher intrinsic and extrinsic motivation tend to demonstrate better responsiveness, discipline, communication, and consistency in carrying out public service functions. The study concludes that strengthening motivation is essential to improve public service performance. Therefore, organizational leaders are encouraged to enhance work motivation through recognition, supportive leadership, fair reward systems, and professional development opportunities to ensure services meet community expectations.
Abstract:This study examines the influence of motivation and job satisfaction on employee performance at the Ministry of Religious Affairs in Maluku Province. Motivation and job satisfaction are critical factors that drive employee…
ee productivity and create a conducive work environment. Using quantitative methods, data were analyzed through regression tests, including T-test, F-test, and determination coefficient analysis, to explore the relationships between these variables. The results indicate that motivation has a strong and significant positive effect on employee performance, supported by a regression coefficient of 0.661 and a significance level of p < 0.001. Similarly, job satisfaction also significantly impacts performance, with a coefficient of 0.325 and p < 0.001, although its influence is comparatively lower than motivation. The simultaneous effect of motivation and job satisfaction was confirmed by an F-value of 396.748 and an R² of 0.922, indicating that 92.2% of the variation in employee performance can be explained by these two factors. The findings emphasize the importance of fostering both motivation and job satisfaction to improve employee performance effectively. Therefore, organizations should develop policies that enhance motivation through rewards and career development opportunities, as well as improve job satisfaction by ensuring supportive working conditions and recognizing employee contributions.