Decision Support System for Employee Recruitment Using Multifactor Evaluation Process

Verina, Wiwi; Windarti, Windarti; Nasari, Fina; Tanjung, Dahriani Hakim; Iriani, Juli

doi:10.1109/citsm.2018.8674277

Cited by 15 publications

(13 citation statements)

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“…The recruitment process is defined as the process of looking for employee candidates to fill a position in a company, organization, or government agency [2]. The recruitment process is the beginning of the work process and determines the quality of workers who will carry out special jobs.…”

Section: Employee Recruitmentmentioning

confidence: 99%

“…Employee recruitment is carried out with clear principles so that the implementation of work is more focused. The recruitment principles include employee quality, number of employees, recruitment costs, method flexibility, legal considerations, and strategic planning in employee recruitment [2]. The quality of the employees to be recruited must be by the needs needed to obtain the appropriate quality.…”

Section: Employee Recruitmentmentioning

confidence: 99%

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Digital Civil Servant Recruitment Model

Mustofa¹,

Suswanta²,

Zaenuri³

2022

Advances in Social Science, Education and Humanities Research

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This study aims to find system innovations and procedures for digitally recruiting civil servants during the Covid-19 pandemic. The current recruitment system still uses the Computer Assist Test (CAT) with computer equipment provided by the committee, so that participants use it interchangeably. Simultaneous testing also has the potential for crowds of participants, even though currently the virus variant is getting stronger and more easily transmitted. The research method uses a literature review from various library sources related to public policy, recruitment models, digital innovation, and government regulations. This study found innovation in the digital civil servant recruitment system. The digital system allows prospective civil servant participants to take a series of administrative tests, basic skills tests, field proficiency tests, to online filing. The system is equipped with sophisticated features so that it does not provide opportunities for participants to cheat. In addition, the system needs to be equipped with protection for privacy and data security.

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Section: Employee Recruitmentmentioning

confidence: 99%

Section: Employee Recruitmentmentioning

confidence: 99%

Digital Civil Servant Recruitment Model

Mustofa¹,

Suswanta²,

Zaenuri³

2022

Advances in Social Science, Education and Humanities Research

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“…As far as soft skills are concerned, change adaptability, communication and interpersonal skills, leadership as well as risk management are recommended in any business. A decision support system that could undoubtedly evaluate the candidates taking into account information such as psycho test results and interviews could provide a spherical result regarding the profile of each employee [5]. Although soft skills are referred to as vital in terms of employee efficiency, a major concern is that they cannot be quantified.…”

Section: Skill Managementmentioning

confidence: 99%

Neuro-Fuzzy Employee Ranking System in the Public Sector

Michalopoulos

Karras

et al. 2022

Frontiers in Artificial Intelligence and Applications

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One of the biggest problems the public sector faces is the proper utilization of human resources. Within a particular combination of practices, dynamic resource allocation management aims to increase employee productivity. The question that arises is how to match the abilities of employees on a measurable scale through their connection with the logic of neuro-fuzzy systems. Productivity and efficiency are two sides of the same coin and are directly related to the deployment of tasks. In this context, the new era of digital transformation along with the automation of processes allows the direct measurement of the workload status at any time. After the deployment of numerous experiments we verify that skill management is linked to performance measurement. Hard skills are selected since there is no direction of how to quantify soft skills and especially when applied to employees of a public body. ANFIS neuro-fuzzy system was selected since it uses the learning algorithm derived from neural network theory along with human criteria. Therefore the proposed system is based on two distinct factors, Skill management and Neuro-Fuzzy Inference System. The model initialization is system-data driven, which enhances the accuracy compared to traditional HR systems and secures a non-subjective procedure on employee management applied to the public sector.

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“…Hasil dari metode ini adalah urutan prestasi guru dari tertinggi ke terendah. Manfaat yang diperoleh, sekolah dapat mengembangkan kualitas guru berdasarkan hasil metode uji coba MFEP (Sriyanto, Buchori, Handayani, Nguyen, & Usman, 2020 (Primadasa & Amalia, 2017), (Verina, Fauzi, Nasari, Tanjung, & Iriani, 2019) Metode MFEP di pilih karena pengambilan keputusan dilakukan dengan mempertimbangkan subjektif dan intuitif terhadap faktor yang dianggap penting (Rahmanda, Arifudin, & Muslim, 2017).…”

Section: Penelitian Terdahuluunclassified

Pemilihan Peserta Olimpiade Sains Nasional Menggunakan Metode Multifactor Evaluation Process

Nurhayati

Jusmawati

Yunus

2021

J-SAKTI

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SD Hikmah 1 Yapis Jayapura, merupakan salah satu Sekolah Dasar yang mengirimkan siswa (i) untuk mengikuti Olimpiade Sains Nasional (OSN) tingkat Kabupaten setiap tahun. Pemilihan Siswa yang akan mengikuti OSN dilakukan oleh Guru berdasarkan nilai rata-rata raport tertinggi mata pelajaran Ilmu pengetahuan Alam (IPA) dan Matematika, sehingga membutuhkan proses yang cukup lama karena banyaknya jumlah siswa pada SD Hikmah 1 Yapis. Penelitian ini bertujuan menerapkan suatu model pengambilan keputusan dengan menggunakan metode Multifactor Evaluation Process (MFEP) untuk memilih peserta OSN pada SD Hikmah 1 Yapis yang bersifat objektif dan berkualitas. Untuk menyelesaikan masalah diperlukan Sistem Pendukung Keputusan. Metode yang digunakan dalam penelitian adalah Multifactor Evaluation Process (MFEP) yang merupakan metode dengan menuliskan faktor-faktor dan kriteria perhitungannya dalam bentuk nilai bobot dari 0 sampai 1. MFEP digunakan untuk menentukan bahwa alternatif dengan nilai tertinggi adalah solusi terbaik berdasarkan kriteria yang telah dipilih. Sehingga menghasilkan Sistem Pendukung Keputusan yang dapat dijadikan alternatif dalam pengambilan keputusan pemilihan peserta Olimpiade Sains Nasional.

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Decision Support System for Employee Recruitment Using Multifactor Evaluation Process

Cited by 15 publications

References 0 publications

Digital Civil Servant Recruitment Model

Digital Civil Servant Recruitment Model

Neuro-Fuzzy Employee Ranking System in the Public Sector

Pemilihan Peserta Olimpiade Sains Nasional Menggunakan Metode Multifactor Evaluation Process

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