FUZZY INTELLIGENCE SYSTEM FOR EMPLOYEE ASSESSMENT: A CASE STUDI OF XYZ UNIVERSITY IN YOGYAKARTA

Authors

DOI:

https://doi.org/10.21927/ijubi.v1i1.852

Keywords:

fuzzy, assessment discipline, loyalty, reportsquality, service

Abstract

Tingkat perkembangan model pendukung keputusan dari bidang medis, bidang bisnis, bidang ketahanan pangan ataupun bidang lain menunjukan adanya perkembangan model. Pada pengelolaan sumber daya manusia pada suatu unitersitas sudah lama dilakukan tetapi melihat kondisi sumber daya manusia pada suatu universitas. Kondisi tersebut menggunakan model keputusan berbobot tetapi menggunakan konsep diskret. Model keputusan diambil secara diskret akan sangat merugikan karyawan pada institusi tersebut. Penggunaan ambang batas penilaian dengan konsep perankingan mengklasifikasikan kedalam 4 kategori rangking. Penelitian ini bertujuan untuk meminimalis konsep diskret sehingga karyawan dapat  bijak menerima keputusan bagian biro sumber daya manusia universitas. Pada sistem dibangun ini input berupa kriteria penilaian telah ditetapkan oleh pihak Biro Sumber Daya Manusia Universitas. Input tersebut diantaranya jam kerja, kedisiplinan, kualitas laporan (propeka), loyaliyas, dan pelayanan. Bobot dihitung menggunakan konsep fuzzy model tsukamoto. Model dapat merepresentasikan dengan baik. Karena Hasil pengujian dapat divalidasi sesuai dengan hasil perhitungan dari Biro Bagian Sumber Daya Manusia Universitas.

References

Muhimmah I, Heksaputra D, Indrayanti. Color feature extraction of HER2 Score 2+ overexpression on breast cancer using Image Processing. ICET4SD 2017 2018;03016:2–6. doi:10.1051/matecconf/201815403016.

Heksaputra D. Penentuan Pengaruh Iklim Terhadap Pertumbuhan Tanaman dengan Naïve Bayes 2013:34–9.

Safitri K, Waruwu FT, Mesran M. SISTEM PENDUKUNG KEPUTUSAN PEMILIHAN KARYAWAN BERPRESTASI DENGAN MENGGUNAKAN METODE ANALYTICAL HIEARARCHY PROCESS (Studi Kasus : PT.Capella Dinamik Nusantara Takengon). Media Inform Budidarma 2017;1:17–21.

Setiawan S. Pemanfaatan Sistem Inferensi Fuzzy Dalam Menentukan Perpanjangan Kontrak Kerja. INFORMATICS Educ Prof 2017;2:71–80.

Sabil MK, Andayati D, Sholeh M. Jurnal SCRIPT Vol . 3 No . 2 Juni 2016 ISSN : 2338-6313 SISTEM PENDUKUNG KEPUTUSAN BERBASIS WEB UNTUK MENENTUKAN KONSENTRASI JURUSAN SISWA DENGAN METODE LOGIKA FUZZY TSUKAMOTO ( STUDI KASUS : MADRASAH ALIYAH WATHONIYAH ISLAMIYAH KARANGDUWUR PETANAHAN KEBU 2016;3:130–8.

Pamukti BG. SISTEM PENDUKUNG KEPUTUSAN KELAYAKAN PEMBERIAN KREDIT MOBIL MENGGUNAKAN METODE ANALYTICAL HIERARCHY PROCESS (AHP) DI CV. ANGKASA MOBIL FINANCE. J Scr 2016;3:157–72.

Maulana MR. Penilaian Kinerja Karyawan Di Ifun Jaya Textile Dengan Metode Fuzzy Simple Additive Weighted. J Ilm ICTech 2012;10:1–12.

Irawan P, Mazalisa Z, Panjaitan F. Penerapan Metode Fuzzy Tsukamoto dalam Sistem Pendukung Keputusan Pemilihan Karyawan Terbaik. Student Colloq Sist Inf Tek Inform 2015:135–8.

Lestari S, Priyodiprodjo W. Implementasi Metode Fuzzy TOPSIS untuk Seleksi Penerimaan Karyawan. Ijccs 2011;5:20–6.

Mudjihartono P, Teknik M, Universitas I, Yogyakarta A, Scorecard B, Keputusan SP. Sistem Pendukung Keputusan Penilaian Kinerja Dosen Dengan Metode Balanced Scorecard ( Studi Kasus : Universitas Respati Yogyakarta ). Semin Nas Inform 2010 2010;2010:82–90.

Ardianto RD, Anggraeni W, Kusumawardani RP. Penerapan Fuzzy Analytical Hierarchy Process pada Sistem Penilaian Pegawai di. Pros Semin Nas Sist Inf Indones 2014 2014:409–14.

Sundari SS, Taufik YF. Pegawai Baru Dengan Menggunakan Metode Simple Additive Weighting ( Saw ). Sisfotenika 2014;Vol. 4, No:140–51.

Farouq KMS. PENERAPAN FUZZY TSUKAMOTO DALAM PENGANGKATAN JABATAN PEGAWAI DI BKD LAMONGAN. J Tek 2014;6:603–7.

Djunaidi M, Setiawan E, Hariyanto T. Analisis kepuasan pelanggan dengan pendekatan fuzzy service quality dalam upaya peningkatan kualitas pelayanan. J Ilm Tek Ind 2006;4:139–46.

Lulu YD. Sistem Pendukung Keputusan Penentuaan Karyawan Terbaik Menggunakan Metode Saw ( Simple Additive Weighting ) Studi Kasus PT. Pertamina RU II Dumai. Sist Inf Politek Caltex Riau 2011:1–6.

Taufiq G. LOGIKA FUZZY TAHANI UNTUK PENDUKUNG KEPUTUSAN PEREKRUTAN KARYAWAN TETAP. Pros Semin Nas Apl Sains Teknol 2014:99–106.

Verina W, Andrian Y, Rahmad IF. Penerapan Metode Fuzzy SAW untuk Penerimaan Pegawai Baru ( Studi Kasus : STMIK Potensi Utama ). J Ilm SISFOTENIKA 2015;5:60–70.

Fahrurrozi MR, Gautama TK. Sistem Pendukung Keputusan Penerimaan Pegawai dengan Algoritma Simple Additive Weighting dan Fuzzy Logic. J Inform 2013;9:189–205.

Andy Rahman. SISTEM PENDUKUNG KEPUTUSAN SELEKSI SUMBER DAYA MANUSIA DI PERUSAHAAN. Pros Semin Nas Teknoin 2008 2008:21–6.

Hadi HN, Mahmudy WF. Penilaian Prestasi Kinerja Pegawai Menggunakan Fuzzy Tsukamoto. J Teknol Inf Dan Ilmu Komput 2015;2:41. doi:10.25126/jtiik.201521129.

Haviluddin; HMSA. Sistem Pendukung Keputusan Pembelian Notebook. J Inform Mulawarman 2014;6:98–104.

Artika R. Penerapan Analitycal Hierarchy Proccces ( Ahp ) Dalam Pendukung Keputusan Penilaian Kinerja Guru Pada Sd Negeri 095224. Pelita Inform Budi Darma 2013;4:123–8.

Solikhin SESWSL. SISTEM PENDUKUNG KEPUTUSAN PENILAIAN KINERJA KARYAWAN MENGGUNAKAN METODE SIMPLE ADDITIVE WEIGHTING (SAW) PADA PT. INDONESIA STEEL TUBE WORK. Himsya-Tech 2014;10:39–51.

Sanjaya FI, Heksaputra D. Sistem Pendukung Keputusan Pemilihan Tenaga Kontrak Melalui Pendekatan Fuzzy Inference System dengan Metode Tsukamoto ( Studi Kasus PT . Solo Murni ). Tek Inform 2016:1–6.

Downloads

Published

2019-02-15

Issue

Vol. 1 No. 1 (2018): Indonesian Journal of Business Intelligence (IJUBI)

Section

Articles

License

COPYRIGHT TRANSFER FORM

The copyright to this article is transferred to Alma Ata University Press if and when the article is accepted for publication. The undersigned hereby transfers any and all rights in and to the paper including without limitation all copyrights to AAU Press. The undersigned hereby represents and warrants that the paper is original and that he/she is the author of the paper, except for material that is clearly identified as to its original source, with permission notices from the copyright owners where required. The undersigned represents that he/she has the power and authority to make and execute this assignment.

We declare that:

1. This paper has not been published in the same form elsewhere.

2. It will not be submitted anywhere else for publication prior to acceptance/rejection by this Journal.

3. A copyright permission is obtained for materials published elsewhere and which require this permission for reproduction.

Furthermore, I/We hereby transfer the unlimited rights of publication of the above mentioned paper in whole to AAU Press. The copyright transfer covers the exclusive right to reproduce and distribute the article, including reprints, translations, photographic reproductions, microform, electronic form (offline, online) or any other reproductions of similar nature.

The corresponding author signs for and accepts responsibility for releasing this material on behalf of any and all co-authors. This agreement is to be signed by at least one of the authors who have obtained the assent of the co-author(s) where applicable. After submission of this agreement signed by the corresponding author, changes of authorship or in the order of the authors listed will not be accepted.

Retained Rights/Terms and Conditions

 

1. Authors retain all proprietary rights in any process, procedure, or article of manufacture described in the Work.

2. Authors may reproduce or authorize others to reproduce the Work or derivative works for the authors personal use or for company use, provided that the source and the AAU Press copyright notice are indicated, the copies are not used in any way that implies AAU Press endorsement of a product or service of any employer, and the copies themselves are not offered for sale.

3. Although authors are permitted to re-use all or portions of the Work in other works, this does not include granting third-party requests for reprinting, republishing, or other types of re-use.