scholarly journals Application of the Technique For Order Preference By Similarity To Ideal Solution Method in Determining Contract Employees to Become Permanent Employees

SinkrOn ◽  
2022 ◽  
Vol 7 (1) ◽  
pp. 128-135
Author(s):  
Mochzen Gito Resmi ◽  
Meriska Defriani
Keyword(s):  
Employee Performance ◽  
Topsis Method ◽  
Job Responsibilities ◽  
Contract Employees ◽  
Order Preference ◽  
Refractory Cement ◽  
Rotary Kilns ◽  
Permanent Employees ◽  
Cement Manufacturing ◽  
The Right

Refratech Mandala Perkasa (RMP) is a refractory cement manufacturing company. The company also operates in the manufacture of refractory cement made for repair of hot coatings, boilers, rotary kilns, incinerators, ovens and chemicals for steel metals, as well as ferrous & non ferrous foundries. In this company there are contract employees and permanent employees, contract employees are employees or workers whose working period is limited by a certain time according to the agreement within the company. While permanent employees are workers whose working period is approximately until they receive certain benefits according to the work agreement. This research was conducted to assist companies in decision support using the Topsis method in determining the appointment of contract employees to permanent employees based on predetermined criteria, namely Knowledge and Skills at work, Quantity and Quality of Work, Job Responsibilities, Initiatives in Work, and Compliance. on rules or discipline. The results of this study indicate that the determination of the ranking of prospective permanent employees can be obtained from the calculation results of the TOPSIS method, where the results of prospective employees are based on predetermined administrative criteria. Prospective permanent employees who have the highest rank have the right to be selected first. The accuracy of the implementation of the TOPSIS method on the system plays a major role in the effectiveness and efficiency of the company's services to consumers compared to before the system was implemented. With the implementation of this DSS system, it can help companies to make it easier to make decisions to survey prospective permanent employees and optimize employee performance.

scholarly journals Employee Performance Assessment for Promotion with the Topsis Method in Senayan Apartments Jakarta

SinkrOn ◽  
2019 ◽  
Vol 3 (2) ◽  
pp. 6
Author(s):  
Sunarti Sunarti
Keyword(s):  
Employee Performance ◽  
Topsis Method ◽  
A Value ◽  
Self Development ◽  
Order Preference ◽  
Job Promotion ◽  
A Company ◽  
Employee Data ◽  
Selection Of

Apartment Senayan Jakarta is a company engaged in rental services. Job promotion is carried out every year. Job promotion makes motivated employees work well and enthusiasm in self-development to improve the quality of performance. Performance evaluation as material for employee evaluation for promotion in Senayan Apartment Jakarta by utilizing the Technique for Order Preference method by Similarity of Ideal Solution (Topsis). This method can show evaluation ranking from highest to lowest by ranking alternatives in the form of employee data and dynamic criteria. The purpose of this study is the selection of quality employee performance for promotion based on the specified criteria. Based on the data sample used as many as 14 employees, the results of the assessment are based on rank, ie employees on behalf of Ridan get the first rank with a value of 0.50.

scholarly journals Sistem Pendukung Keputusan Menentukan Status Karyawan Kontrak Sales Promotion Girl Menjadi Karyawan Tetap dengan Metode Simple Additive Weighting

2021 ◽  
Vol 3 (1) ◽  
pp. 17-24
Author(s):  
Rudi Hartoyo
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Support System ◽  
Sales Promotion ◽  
Contract Employees ◽  
Computer Based ◽  
Permanent Employees ◽  
Simple Additive Weighting ◽  
The Right ◽  
A Company

In selecting and determining contract employees such as Sales Promotion Girl (SPG) to become permanent employees in a company, it still seems inaccurate, because the assessment and calculation of the results of the test are done manually, so there is a possibility of errors in providing the final results of the selection. Therefore, a Decision Support System was designed that could determine SPG contract employees to become permanent employees who could assist the company in selecting the right employees. Decision Support Systems are part of a computer-based information system that is commonly used to support decision making in an organization or company. This decision support system is designed using the Simple Additive Weighting (SAW) method to calculate the results in determining SPG contract employees to become permanent employees. So, in the process of selecting SPG contract employees to become permanent employees using a decision support system using the SAW method can be done easily and precisely, because it is calculated by a computer system.

scholarly journals PERAN MODERASI STATUS KEPEGAWAIAN PADA HUBUNGAN JOB INSECURITY DENGAN KOMITMEN ORGANISASIONAL

2020 ◽  
Vol 9 (3) ◽  
pp. 1210
Author(s):  
Novi Indrayani ◽  
I Gusti Made Suwandana
Keyword(s):  
Organizational Commitment ◽  
Employment Status ◽  
Job Insecurity ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Contract Employees ◽  
Analysis Technique ◽  
Permanent Employees

The purpose of this study was to determine the role of moderating employment status in the relationship between job insecurity and organizational commitment of the Badung National Land Agency Employees. This study used a sample of 72 people, consisting of 36 permanent employees and 36 contract employees, with the probability sampling method using the proportionate stratified random sampling technique. Data collection is done through interviews and questionnaires. The analysis technique used is descriptive analysis, ANOVA and MRA (Moderate Regression Analysis). The results of this study indicate that job insecurity has a negative and significant effect on employee organizational commitment. Staffing status has a positive and significant effect on employee organizational commitment. The moderating effect of staffing status weakens the effect of job insecurity on employee organizational commitment. Clarity of employment status must be taken into account by an organization, this will be a strong reference to reduce the sense of job insecurity and of course increase organizational commitment that will provide increased employee performance. Keywords: employment status, job insecurity, organizational commitment

scholarly journals Technique for Order Preference by Similarity to Ideal Solution as Decision Support Method for Determining Employee Performance of Sales Section

2018 ◽  
Author(s):  
Andysah Putera Utama Siahaan ◽  
Hardianto Djanggih ◽  
Hardianto Djanggih ◽  
Aan Aswari
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Support System ◽  
Employee Performance ◽  
Top Management ◽  
Ideal Solution ◽  
Topsis Method ◽  
Job Titles ◽  
Order Preference ◽  
Decision Support Method

Employees are the backbone of corporate activities and the giving of bonuses, job titles and allowances to employees to motivate the work of employees is very necessary, salesman on the company very much and to find the best salesman cannot be done manually and for that required the implementation of a system in this decision support system by applying the TOPSIS method, it is expected with the implementation of TOPSIS method the expected results of top management can be fulfilled.

scholarly journals Analisis Faktor Motivasi Intrinsik dan Motivasi Ekstrinsik Pengaruhnya terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Mediasi

2017 ◽  
Vol 7 (1) ◽  
pp. 18
Author(s):  
Siti Noor Hidayati ◽  
Antonius Ermiyanto
Keyword(s):  
Job Satisfaction ◽  
Intrinsic Motivation ◽  
Extrinsic Motivation ◽  
Employee Performance ◽  
Contract Employees ◽  
Intrinsic And Extrinsic Motivation ◽  
Job Satisfactions ◽  
The Difference ◽  
Permanent Employees ◽  
Motivating Factor

<p><span class="fontstyle0">Intrinsic motivation is an employee motivating factor for achievement that comes from within the person, while extrinsic motivation is sourced from outside the person. This research has been conducted to survey on 140 employees of PT Taman Wisata Candi Prambanan consisting of 65 permanent employees and 75 contract employees. The results of this research can be concluded that intrinsic and extrinsic motivation have significant </span>effects to employee performance indirectly with job satisfactions mediation. The influence of extrinsic motivation on job satisfaction and subsequently to employee performance is more dominant than intrinsic motivation. The level of intrinsic motivation, extrinsic motivation, job satisfaction, and employee performance of permanent employees, higher than contract employees, and the difference of them is significant.</p>

scholarly journals Decision Making on Student Academic Achievement Assessment Using the Topsis Method

2021 ◽  
Vol 5 (1) ◽  
pp. 60
Author(s):  
S Susliansyah ◽  
Aditia Dwinanto ◽  
Heny Sumarno ◽  
Hendro Priyono ◽  
Linda Maulida
Keyword(s):  
Academic Achievement ◽  
Decision Making ◽  
Vocational School ◽  
Optimal Decision ◽  
Student Academic Achievement ◽  
Ideal Solution ◽  
Topsis Method ◽  
Order Preference ◽  
Long Time ◽  
The Right

Student academic achievement is a very important matter for all school parties that are directly or indirectly related, especially for Depok Tourism Vocational School, student academic achievement is one of the benchmarks in the success of education. Currently, the process of determining student achievement from the academic side of the Depok Tourism Vocational School is still using a manual system, so it takes a long time to determine the assessment of student academic achievement, because there are quite a lot of student data recording. In addition, it is still less relevant because it has not used the right calculation method, resulting in inaccurate calculations. This research uses the Technique For Order Preference by Similarity to Ideal Solution (TOPSIS) method, because this method is a simple concept and easy to understand and to help the optimal decision-making process to solve practical decision problems. The results of the research using the Technique For Order Preference by Similarity to Ideal Solution (TOPSIS) method found that students with the name Akmal Adnanto got the first rank with the highest preference value of 0.760.

Effect of Motivation to Employee Performance which was Mediatied by Work Satisfaction in PT Smailing Tour Denpasar

2018 ◽  
Vol 9 (08) ◽  
pp. 20959-20973
Author(s):  
Benediktus Ignasius Tani Raka ◽  
Anik Yuesti ◽  
Nengah Landra
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Model ◽  
Structural Equation ◽  
Employee Performance ◽  
Work Satisfaction ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Pls Analysis ◽  
Permanent Employees

This study aims is to test and analyze the influence of motivation on employee performance mediated by job satisfaction. This research was conducted at PT Smailing Tour Denpasar with population and research sample of all permanent employees that is 90 people. All data obtained from the kuisoner distribution is feasible to be used, then analyzed using a variance based structural equation model known as Partial Least Square (PLS) analysis. The result of the research shows that (1) the motivation has positive and significant effect on the employee's performance, (2) the motivation has positive and significant effect on the job satisfaction, (3) the job satisfaction has positive and significant effect to the employee's performance; (4) the motivation has positive and significant effect on employee performance through job satisfaction. The implication of this research is that motivation can be improved by taking into account the need for workplace environment to improve employee performance, job satisfaction can be improved by paying attention to the work itself in order to increase employee performance. Employee performance can be improved by taking into account the effectiveness of employees.

scholarly journals Analisis Dukungan Organisasional Persepsian Dan Employee Engagement Terhadap Kinerja Karyawan: Kepuasan Kerja Sebagai Pemediasi

2020 ◽  
Vol 9 (3) ◽  
pp. 286-304
Author(s):  
YUNI SISWANTI YUNI ◽  
Krisnandini Wahyu Pratiwi
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Organizational Support ◽  
Research Method ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Validity And Reliability ◽  
Permanent Employees ◽  
Simple Regression

This study aims to analyze the effect of perceived organizational support (POS) and employee engagement on performance and the role of job satisfaction in mediating the effect of perceived organizational support (POS) and employee engagement on performance. The population in this study were permanent employees at PT. Solusi Bangun Indonesia Tbk. The research method used was a survey and a sample size of 185 employees. The research instrument adopted from previous research. Retrieval of data by means of questionnaires and interviews. Validity and reliability tests show all questionnaire items are valid and reliable. To test H1 and H2 with simple regression, H3 and H4 test with Baron and Kenny regression model. The results of hypothesis testing show that: (1) perceived organizational support has a significant effect on employee performance, (2) employee engagement has a significant effect on employee performance, (3) job satisfaction partially mediates the effect of perceived organizational support on employee performance, and (4) job satisfaction does not mediate the effect of Employee engagement on employee performance.  

scholarly journals THE RELATIONSHIP BETWEEN DISCIPLINE AND EMOTIONAL INTELLIGENCE TOWARDS EMPLOYEE PERFORMANCE

2019 ◽  
Vol 7 (2) ◽  
pp. 12
Author(s):  
Dian Rosa Linda ◽  
Puji Astuti ◽  
Satriya Wijaya
Keyword(s):  
Emotional Intelligence ◽  
Employee Performance ◽  
Rank Correlation ◽  
Sampling Technique ◽  
Poor Performance ◽  
P Value ◽  
Job Responsibilities ◽  
Cross Sectional ◽  
Significance Level ◽  
Spearman’S Rank Correlation

Background: One of problems in an organization or company is poor performance of employees. For instance, they do not complete tasks or finish their job responsibilities on time. The preliminary data taken from one of companies in Surabaya showed that 184 employees did not come to work without any explanations, and 288 employees worked late.Aim: This study analyzed the relationships between discipline and emotional intelligence towards employee performance at the company.Method: The design of this research was analytical using a cross sectional approach. The population of this study was employees at Production and Maintenance Section of one company in Surabaya comprising of 155 people. Out of 155 employees, 89 respondents were taken as samples using a stratified random sampling technique. Then, the data were collected through a questionnaire and analyzed using Spearman’s rank correlation test with a significance level of α 0.05.Results: This study showed that most of the respondents were very highly disciplined (94.4%) and had a highly emotional intelligence (74.2%). Lastly, most of them perform satisfyingly (50.6%). The results of the analysis test with Spearman’s rank correlation yielded p-value of 0.002 <α 0.05. It means there was a correlation between  discipline attitude and employee performance. The p-value 0.001 which was less than α-value of 0.05 showed that there was a correlation between emotional intelligence and employee performance.Conclusion: Discipline and emotional intelligence are prominent to determine employee performance at PT X. In order to improve the discipline and intelligence in the performance of the employees, the company should provide rewards based on employee’s achievements in the workplace. Key words: Emotional intelligence, Employee performance, Discipline.

scholarly journals THE RELATIONSHIP BETWEEN DISCIPLINE AND EMOTIONAL INTELLIGENCE TOWARDS EMPLOYEE PERFORMANCE

2019 ◽  
Vol 7 (2) ◽  
pp. 12
Author(s):  
Dian Rosa Linda ◽  
Puji Astuti ◽  
Satriya Wijaya
Keyword(s):  
Emotional Intelligence ◽  
Employee Performance ◽  
Rank Correlation ◽  
Sampling Technique ◽  
Poor Performance ◽  
P Value ◽  
Job Responsibilities ◽  
Cross Sectional ◽  
Significance Level ◽  
Spearman’S Rank Correlation

Background: One of problems in an organization or company is poor performance of employees. For instance, they do not complete tasks or finish their job responsibilities on time. The preliminary data taken from one of companies in Surabaya showed that 184 employees did not come to work without any explanations, and 288 employees worked late.Aim: This study analyzed the relationships between discipline and emotional intelligence towards employee performance at the company.Method: The design of this research was analytical using a cross sectional approach. The population of this study was employees at Production and Maintenance Section of one company in Surabaya comprising of 155 people. Out of 155 employees, 89 respondents were taken as samples using a stratified random sampling technique. Then, the data were collected through a questionnaire and analyzed using Spearman’s rank correlation test with a significance level of α 0.05.Results: This study showed that most of the respondents were very highly disciplined (94.4%) and had a highly emotional intelligence (74.2%). Lastly, most of them perform satisfyingly (50.6%). The results of the analysis test with Spearman’s rank correlation yielded p-value of 0.002 <α 0.05. It means there was a correlation between  discipline attitude and employee performance. The p-value 0.001 which was less than α-value of 0.05 showed that there was a correlation between emotional intelligence and employee performance.Conclusion: Discipline and emotional intelligence are prominent to determine employee performance at PT X. In order to improve the discipline and intelligence in the performance of the employees, the company should provide rewards based on employee’s achievements in the workplace. Key words: Emotional intelligence, Employee performance, Discipline.

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