Journal articles: 'Employee selection'

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Lisowski, Olaf, and Mateusz Grajek. "Social determinants of employee selection and interviewing." Journal of Education, Health and Sport 13, no. 4 (March 1, 2023): 297–305. http://dx.doi.org/10.12775/jehs.2023.13.04.035.

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The problem of effective personnel planning was and is an indispensable part of the management of any enterprise. Every owner makes every effort to ensure that the people employed achieve the established goals and strategies of the organization, thereby contributing to the growth of prestige and expansion of capital. A significant capital of any organization is personnel, or human capital, which is why the proper selection of employees is such an important element. For some time now, organizations have been making every effort to ensure that employees are not only properly educated and trained, but are well aligned with the company's mission. Large corporations, want to have an employee as if "on their own," so the goals of both the employer and the employee are important. People for whom professional success is not the most important thing would not be able to find their way in a large international organization. The recruitment and selection process is therefore a key element to check whether a candidate is the right person and in the right place.

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Novianti, Deny, Anggi Oktaviani, Dahlia Sarkawi, Aldyanto Aldyanto, and Ahmad Faren Syahidan. "The Best Employee Decision Support System Using the Analytical Hierarchy Process Method at PT ASDP Indonesia Ferry (Persero)." Jurnal Riset Informatika 5, no. 3 (June 9, 2023): 295–302. http://dx.doi.org/10.34288/jri.v5i3.454.

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The selection of the best employees aims to spur employee morale in improving employee performance and dedication in the company. The selection of best employees is selected based on company criteria. PT ASDP Indonesia Ferry (PERSERO), the best employee criteria applied by the company are Work Quantity, Work Quality, Attendance, Teamwork, and Initiative. Employee assessment is carried out every month by the assessment team (Vice President (VP) and Manager). The problem faced is determining the best employees with criteria and alternatives that are calculated manually. This system is a Decision Support System (DSS) built using the Analytical Hierarchy Process (AHP) method. Previously, the evaluation process for selecting the best employees had never been done. Some of the problems encountered were the absence of an employee performance appraisal process, no appropriate selection method, and a Decision Support System (DSS) was not available that could make it easier to assess the selection of the best employees.

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Novianti, Deny, Anggi Oktaviani, Dahlia Sarkawi, Aldyanto Aldyanto, and Ahmad Faren Syahidan. "The Best Employee Decision Support System Using the Analytical Hierarchy Process Method at PT ASDP Indonesia Ferry (Persero)." Jurnal Riset Informatika 5, no. 3 (June 23, 2023): 295–302. http://dx.doi.org/10.34288/jri.v5i3.221.

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Selecting the best employees aims to spur employee morale by improving performance and dedication. The selection of the best employees is selected based on company criteria. PT ASDP Indonesia Ferry (PERSERO) The best employee criteria applied by the company are Work Quantity, Work Quality, Attendance, Teamwork, and Initiative. Employee assessment is carried out every month by the assessment team (Vice President (VP) and Manager). The problem faced is determining the best employees with criteria and alternatives that are calculated manually. This system is a Decision Support System (DSS) built using the Analytical Hierarchy Process (AHP) method. Previously, the evaluation process for selecting the best employees had never been done. Some of the problems encountered were the absence of an employee performance appraisal process, there was no appropriate selection method, and a Decision Support System (DSS) was not available that could make it easier to assess the selection of the best employees.

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Siregar, M. Ilham A., Danyl Mallisza, Wahyuni Yahyan, and Harry Setya Hadi. "Sistem Pendukung Keputusan Penerimaan Pegawai pada Universitas Ekasakti Menggunakan Metode AHP." Indonesian Journal of Computer Science 8, no. 1 (April 30, 2019): 45–54. http://dx.doi.org/10.33022/ijcs.v8i1.157.

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Private companies, government agencies and educational institutions are still experiencing difficulties in selecting employees / employees who are in accordance with their needs and experts in their respective fields. With the increasing number of workers who have different abilities, recruiting new employees requires selection of prospective employees at Ekasakti University, because if this is done manually, it will make it difficult for the staff to receive and also be prone to mistakes in decision making. The decision making system method (Decisions Support System) can be used to help the selection of new employee recipients with the AHP Method. Selection of new employee admissions by the AHP (Analytical Hierarchy Process) method can help solve the case of selecting employee recruitment. The model of applying dynamic logic applied in the AHP (Analytical Hierarchy Process) has the advantage that the selection process provides very flexible results

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Lulu Dia Marito Sitompul, Keti Gabryriel Purba, and Soeb Aripin. "Penerapan Metode Multi-Objective Optimization on the Basis of Simple Ratio Analysis Dalam Seleksi Pengangkatan Karyawan Tetap." Journal of Informatics Management and Information Technology 3, no. 2 (April 30, 2023): 55–62. http://dx.doi.org/10.47065/jimat.v3i2.253.

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Improvement of status as a permanent employee is a form of career advancement for a contract employee. because permanent employees are the main asset for a company. In selecting permanent employees for a company, there are some employees who volunteer to take part in the selection to become permanent employees. permanent employee selection is carried out in stages such as file selection, oral or written tests and interviews. Usually the selected employees are sometimes far from what is expected, so it is necessary to use a decision-making system as the final result, so a decision support system is needed using the Multi-Objective Optimization on the Basis of Simple Ratio Analysis (MOOSRA) method. The application of the Multi-Objective Optimization on the Basis of Simple Ratio Analysis (MOOSRA) method used in the selection of permanent employees is to find the best employees in a company. Decision support systems are used to assist decision making to determine permanent employees. The results of this study can assist decision making in determining which employees are selected to become permanent employees. From the results of the calculation of the Multi-Objective Optimization on the Basis of Simple Ratio Analysis (MOOSRA) method, the selection of permanent employees is based on predetermined criteria, an employee named "Eben" alternative A7 with a preference value of 7.086 as an employee who is eligible to become a permanent employee.

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Imaduddin, Encep Fahmi, Entin Sutinah, and Nani Agustina. "Metode Profile Matching Dalam Sistem Pendukung Keputusan Pemilihan Pegawai Terbaik." Journal of Students‘ Research in Computer Science 4, no. 2 (April 19, 2024): 215–26. http://dx.doi.org/10.31599/gfccm491.

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Tri Jaya Mart has implemented a best employee selection system to motivate its employees to have a better career path. However, the selection of employees currently only looks at one employee with the highest attendance rate every month and if there is the same then it is chosen subjectively. Selection in this way, researchers feel less effective because it only uses one criterion by not paying attention to other supporting criteria and often more than one best employee candidate is obtained. As well as conflicts between employees due to injustice during promotion. The purpose of this research is to find out the best employee selection process that is currently running where currently out of five employees who work at Tri Jaya Mart, in the process of selecting the best employee, implementing the profile matching method in making a decision so as to provide alternative problem solving in choosing the best employee to be promoted to store manager. In this study using three criteria, namely aspects of work attitude, personality aspects and intelligence aspects. From several steps that have been applied using the profile matching method, the results obtained are the right decision and as expected for stakeholders in choosing the best employee in the order of employee two, employee four, employee one, employee three and employee five.

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Suseno, Beka, and Suyanto -. "IMPLEMENTATION OF THE BEST EMPLOYEES SELECTION IN WANAPOTENSI GUNA (WPG) COMPANIES USING TOPSIS METHOD BASED ON WEBSITE." Jurnal Sistem Informasi dan Ilmu Komputer Prima(JUSIKOM PRIMA) 6, no. 1 (August 19, 2022): 43–48. http://dx.doi.org/10.34012/jurnalsisteminformasidanilmukomputer.v6i1.2813.

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The number of employees at PT. Wanapotensi Guna will make it difficult for companies to find the best employees, the aim is to improve employee performance to be better every year, the best employee selection is held. The problem that occurs in the process of selecting the best employees so far is that data processing is still manual so it takes a long time. Based on the problems above, the researcher provides a solution to make a decision support system for selecting the best employees using the Topsis method and the Waterfall development method and the programming language used is PHP. Results with DSS for selecting the best employees at PT. Wanapotensi Guna can also minimize the risk of losing employee data, making selection evaluation criteria. the best employees according to predetermined criteria, Keywords :SPK,Best Employee, Topsis, Waterfall .Php.

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Swamy, Chaya J., Kethana Arasu, and M. P. Pradeep. "A Study on Recruitment and Selection process in the Manufacturing Industry." Advances In Management 16, no. 2 (May 15, 2023): 1–9. http://dx.doi.org/10.25303/1602aim0109.

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Recruitment and selection are the most important process of any organization in analysing the candidates to bring in resourceful talents. The study is made to analyse the recruitment and selection process, the employees’ satisfaction level with the current recruitment practices and also to identify the impact of employment and selection process on organization presentation. To arrive at the required data for analysis, both primary and secondary data collection methods were employed. From the study, it is understood that utilisation of fair, valid and reliable recruitment and selection process helps in improving the business by the point view of market by helping in decision-making in critical situations. To know the employee satisfaction levels, recruitment and Selection process can be used to understand the requirement of motivational and encouraging activities that are conducted to improve the skills, experience and information of the employer and employee. Identifying the strengths and weakness of the employee is very essential for organizational growth which leads to bring about changes inside the business with regard to a variety of factors including working conditions, the attitudes and behaviours of employers who execute their jobs well, productivity-boosting strategies, the usage of cutting-edge technology etc.

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Wijekuruppu, Chamila Kumudunee, Alan Coetzer, and Pattanee Susomrith. "The prospective applicability of the strengths-based approach to managing and developing employees in small businesses." Journal of Organizational Effectiveness: People and Performance 8, no. 3 (July 6, 2021): 323–46. http://dx.doi.org/10.1108/joepp-04-2020-0051.

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PurposeThe strength-based approach is promulgated as a management practice that improves individual productivity and performance. This study's purpose is to explore the prospective applicability of the strengths-based approach to managing and developing employees in small businesses. The study focuses on four domains of practice: selection, training, performance evaluation and task assignment.Design/methodology/approachThe study employed semi-structured, face-to-face interviews to obtain data. The units of analysis were managers and employees of small businesses. Eleven managers and 19 employees were interviewed. Data analysis involved thematic analysis with the NVivo 12 software program.FindingsFirst, the small businesses used a strengths-based approach for employee selection during employees' temporary status of employment and in employee task assignment. However, managers did not employ a strengths-based approach to employee selection during selection interviews, training or performance evaluations. Second, the managers perceived strengths identification as a difficult task. Based on personal observations, they perceived employees' positive character traits, job-related skills and work-related efficiency as employee strengths.Practical implicationsThis study informs managers about a potential alternative to the traditional weakness-based management practice. The findings and conceptual arguments suggest that a strengths-based approach can provide a cost-effective alternative to the resource-intensive approaches commonly employed to enhance employee productivity and performance.Originality/valueThe study provides the first empirical evidence on the prospective applicability of the strengths-based approach to small businesses and explores conceptually the suitability of the said approach to this context.

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Barus, Ernita Br. "Sistem Pendukung Keputusan Pemilihan Best Employee Dengan Menerapkan Metode MABAC." TIN: Terapan Informatika Nusantara 2, no. 9 (February 25, 2022): 551–57. http://dx.doi.org/10.47065/tin.v2i9.1028.

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This study aims to identify and evaluate the existing assessment system/procedure and to produce a decision support system for selecting the best employee based on employee performance at PT Smart Glove Indonesia. The selection of the best employees at this time is based on the leadership's personal assessment with reference to the criteria of knowledge, responsibility, cooperation, discipline, and employee attendance which results in irrelevant decisions due to lack of control from the leadership. This system was developed using the multi-attributive border approximation area comparison (MABAC) method using MySQL programming and Microsoft Visual Basic Net 2008. This information system can be used to process employee data in the employee evaluation process and selecting the best employees. The output of this system is the calculation value of the best employee selection at PT Smart Glove Indonesia using the multi-attributive border approximation area comparison (MABAC) method and the best employee recommendation for PT Smart Glove Indonesia

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Barus, Ernita Br. "Sistem Pendukung Keputusan Pemilihan Best Employee Dengan Menerapkan Metode MABAC." TIN: Terapan Informatika Nusantara 2, no. 9 (February 25, 2022): 551–57. http://dx.doi.org/10.47065/tin.v2i9.1028.

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This study aims to identify and evaluate the existing assessment system/procedure and to produce a decision support system for selecting the best employee based on employee performance at PT Smart Glove Indonesia. The selection of the best employees at this time is based on the leadership's personal assessment with reference to the criteria of knowledge, responsibility, cooperation, discipline, and employee attendance which results in irrelevant decisions due to lack of control from the leadership. This system was developed using the multi-attributive border approximation area comparison (MABAC) method using MySQL programming and Microsoft Visual Basic Net 2008. This information system can be used to process employee data in the employee evaluation process and selecting the best employees. The output of this system is the calculation value of the best employee selection at PT Smart Glove Indonesia using the multi-attributive border approximation area comparison (MABAC) method and the best employee recommendation for PT Smart Glove Indonesia

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Chong, Ding. "The Effect of Employee Selection, Recruitment and Employee Skills on Employee Performance." International Journal of Advanced Multidisciplinary 1, no. 2 (August 8, 2022): 94–101. http://dx.doi.org/10.38035/ijam.v1i2.60.

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The Literature Review article on the Efect of Employee Selection, Recruitment, and Employee Skill on Employee Performance is a scientific article that aims to build a research hypothesis on the influence between variables that will be used in further research, within the scope of Human Resources Management. The method of writing this Literature Review article is the library research method, which is sourced from online media such as Google Scholar, Mendeley and other academic online media. The results of this Literature Review article are that: 1) Employee Selection has an effect on Employee Performance; 2) Recruitment has an effect on Employee Performance; and 3) Employee Skills has an effect on Employee Performance. Apart from these 3 exogenous variables that affect the endogenous variable of Employee Performance, there are still many other factors including Education, Experience and Motivation.

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McConnell, Charles R. "Conducting the Employee Selection Interview." Health Care Manager 26, no. 2 (April 2007): 164–74. http://dx.doi.org/10.1097/01.hcm.0000268622.63985.a4.

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Buon, T., and B. Compton. "Credentials, Credentialism and Employee Selection." Asia Pacific Journal of Human Resources 28, no. 4 (November 1, 1990): 126–32. http://dx.doi.org/10.1177/103841119002800413.

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McConnell, Charles R. "Conducting the Employee Selection Interview." JONA's Healthcare Law, Ethics, and Regulation 10, no. 2 (April 2008): 48–56. http://dx.doi.org/10.1097/01.nhl.0000300781.72981.40.

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GOLEJ, Robert, Agata PIETROŃ-PYSZCZEK, and Marcelina WAŁĘSA. "Innovative forms of employee selection." Scientific Papers of Silesian University of Technology. Organization and Management Series 2023, no. 181 (2023): 191–202. http://dx.doi.org/10.29119/1641-3466.2023.181.13.

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Utami, Yuliantika Siswanti, and Kresna Ramanda. "Metode Simple Additive Weighting Dalam Pemilihan Karyawan Berprestasi Pada PT. Kereta Commuter Indonesia Stasiun Rawa Buntu." Jurnal SAINTEKOM 10, no. 2 (August 19, 2020): 128. http://dx.doi.org/10.33020/saintekom.v10i2.125.

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Rawa Buntu Indonesia Commuter Train Station has its own qualifications in selecting employees, as well as in determining employees who excel. This study aims to give awards to employees who excel. Through this award every employee is expected to be motivated to become better and improve quality. The problem faced is the difficulty in determining who is chosen to be an outstanding employee with subjective criteria. To overcome this problem, a decision support system is designed for the selection of outstanding employees using the SAW Method. By using 5 different variables, namely Integrity, Cooperation, Communication, Quality of Work and Work Discipline. By applying the Simple Additive Weighting (SAW) method, the process of selecting employee performance is more efficient so that the station can make decisions more quickly for employees who excel. Decision making system using the Simple Additive Weighting (SAW) method has helped the station in determining the selection of employee performance.

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Indriati, Inayat Hanum, and Padrul Jana. "Pengaruh Perekrutan, Seleksi, Penempatan Kerja dan Budaya Kerja Terhadap Kinerja Pegawai BPR Chandra Mukti Artha." Jurnal Ilmiah Universitas Batanghari Jambi 22, no. 3 (October 31, 2022): 1890. http://dx.doi.org/10.33087/jiubj.v22i3.2739.

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Employees who have good performance can not happen in a short time, but through a process. To obtain employees who have good performance, companies must pay attention to the abilities or competencies of employees. Therefore, it is necessary to manage Human Resources (HR) in this case are employees, which include planning human resources, procurement, directing, developing, maintaining and dismissing. The objectives of the study were (1) to determine the effect of recruitment on employee performance, (2) to determine the effect of selection on the performance of BPR Chandra Mukti Artha employees, (3) to determine the effect of job placement on employee performance at BPR Chandra Mukti Artha, (4) to determine the influence of work culture. on the performance of BPR Chandra Mukti Artha employees and (5) knowing the effect of recruitment, selection, work placement and work culture on the performance of BPR Chandra Mukti Artha employees simultaneously. The research sample is the employees of BPR Chandra Mukti Artha with a total of 46 people, selected by population sampling technique. Data collection techniques with questionnaires. Data analysis technique with multiple linear regression consisting of F test, t test and coefficient of determination, where previously carried out classical assumption test which includes normality test, multicollinearity test and heteroscedasticity test. The results showed that (1) Recruitment had a positive effect on employee performance, (2) Selection had a positive effect on employee performance, (3) Job placement had a positive effect on employee performance, (4) Work culture positive effect on employee performance and (5) Recruitment, selection, work placement and work culture simultaneously affect employee performance. The conclusion of this study is that the better employee recruitment, employee selection, work placement and work culture, the better employee performance will be. Vice versa, if employee recruitment, employee selection, work placement and work culture are not good, then employee performance will also be low.

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Boucher, Robert L., Kevin Morese, and Patricia L. Chant. "Employee-Selection Practices and Public Relations." Recreational Sports Journal 25, no. 1 (May 2001): 57–65. http://dx.doi.org/10.1123/nirsa.25.1.57.

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The recruitment and selection of employees is an important human resource component of the management of intramural recreation departments across North America. While much is written about the mechanics of the hiring process, little attention has been paid to the public relations aspects of this activity. As Currie (1997) suggests, the employee-selection process has the potential to create favorable impressions of an organization on job applicants.This article explores a number of activities that are usually part of hiring of new employees with a view to determining the negative or positive outcomes from a public relations standpoint. The “recruitment phase” of the process is extremely important when leaving applicants with a favorable impression of an organization. Keep in mind that numerous individuals who do not ultimately secure a position, are subject to forming impressions by being exposed to advertisements, job descriptions, Websites and various other forms of communication.The second important phase of hiring that has potential for the creation of impressions is the “interview process.” While the interview is the most widely employed yet least understood, techniques used in the hiring process (Boucher, 1991), there is no question that indelible impressions are formed during this phase. Both employer and candidates for positions invariably “exchange impressions” during an interview to the extent that initial (and in some cases lasting) attitudes are formed. It is also apparent from the literature that “extra-viewing” techniques such as panel interviews, drug testing, and personality tests, often are viewed as demeaning by applicants.The last, but certainly no less important, area of concern is the “post-selection” activities. Several authors cite a number of practices that treat unsuccessful candidates very disrespectfully. A more enlightened approach would be to treat unsuccessful candidates as potential hires in subsequent job searches. Even if these individuals never apply for positions in the future, the objective should be to have them treated with the utmost attention to human dignity. As such, countless individuals who apply for positions within organizations will form positive impressions of that organization consistent with comprehensive public relations policies.The hiring process should be considered as just one of the efforts of creating, communicating, enhancing, and maintaining a corporate image that is critical to an organization's success (Brendsel, 1993).

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Ekhsan, Muhamad, and Tim Saroh. "The Role of Organizational Trust on the Influence of Employer Branding on Employee Performance." International Journal of Management Science and Information Technology 1, no. 2 (July 3, 2021): 31–35. http://dx.doi.org/10.35870/ijmsit.v1i2.353.

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Employer branding is a concept that can be applied within a company to make employees feel comfortable and feel that the company is a good place to work. The goal of employer branding is for the new employee selection process to make it easier to find the best candidates and retain existing employees. By utilizing employer branding, the company will be better in the eyes of employees as well as there will be many prospective new employees who are interested in working at the company. The purpose of this study was to determine the effect of employer branding on employee performance mediated by organizational trust. This study used 95 respondents as the sample. The instrument testing method uses the SmartPLS. The results of this study are employer branding has a significant effect on employee performance, employer branding has a significant effect on organizational trust, organizational trust has a significant effect on employee performance, Organizational trust is able to mediate employer branding influence on employee performance.

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Sarinah, Sarinah, Rahmat Simon Gultom, and Asep Ali Thabah. "THE EFFECT OF RECRUITMENT AND EMPLOYEE SELECTION ON EMPLOYEE PLACEMENT AND ITS IMPACTS TOWARDS EMPLOYEE PERFORMANCE AT PT SRIWIJAYA AIR." JURNAL MANAJEMEN TRANSPORTASI DAN LOGISTIK 3, no. 1 (July 25, 2017): 101. http://dx.doi.org/10.25292/j.mtl.v3i1.145.

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Sriwijaya Air realizes the importance of candidates selection of process, because this process will result in employees in accordance with the prescribed qualifying so as to achieve a performance from these new employees. The purpose of this study was to determine the effect of the implementation of the recruitment and placement of employees selection and its impact on the performance of employees of PT Sriwijaya Air Jakarta. The analytical method used is the method of path analysis. The results showed that recruitment and selection variables influence significantly on the placement of employees. Likewise, employee placement variable influence significantly on the performance of employees of PT Sriwijaya Air Jakarta. However, only recruitment variable that Significantly influence on employee performance. Recruitment is one - the only variable that has direct influence on employee performance. While selection and placement of employees variable do not affect the performance of employees.

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Sarinah, Sarinah, Rahmat Simon Gultom, and Asep Ali Thabah. "THE EFFECT OF RECRUITMENT AND EMPLOYEE SELECTION ON EMPLOYEE PLACEMENT AND ITS IMPACTS TOWARDS EMPLOYEE PERFORMANCE AT PT SRIWIJAYA AIR." Jurnal Manajemen Transportasi & Logistik (JMTRANSLOG) 3, no. 1 (March 7, 2016): 101. http://dx.doi.org/10.54324/j.mtl.v3i1.145.

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Sriwijaya Air realizes the importance of candidates selection of process, because this process will result in employees in accordance with the prescribed qualifying so as to achieve a performance from these new employees. The purpose of this study was to determine the effect of the implementation of the recruitment and placement of employees selection and its impact on the performance of employees of PT Sriwijaya Air Jakarta. The analytical method used is the method of path analysis. The results showed that recruitment and selection variables influence significantly on the placement of employees. Likewise, employee placement variable influence significantly on the performance of employees of PT Sriwijaya Air Jakarta. However, only recruitment variable that Significantly influence on employee performance. Recruitment is one - the only variable that has direct influence on employee performance. While selection and placement of employees variable do not affect the performance of employees.

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Supiyandi, Supiyandi, Andysah Putera Utama Siahaan, and Alfiandi Alfiandi. "Sistem Pendukung Keputusan Pemilihan Pegawai Honorer Kelurahan Babura dengan Metode MFEP." JURNAL MEDIA INFORMATIKA BUDIDARMA 4, no. 3 (July 20, 2020): 567. http://dx.doi.org/10.30865/mib.v4i3.2107.

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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

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Taufik Kurnialensya and Yuli Fitrianto. "Penerapan Metode Simple Additive Weighting (SAW) Dalam Pemilihan Karyawan Berprestasi Berbasis Web." Dinamika: Jurnal Manajemen Sosial Ekonomi 1, no. 1 (May 3, 2021): 65–81. http://dx.doi.org/10.51903/dinamika.v1i1.38.

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Company XYZ in twelve months always has a program for selecting outstanding employees. . This selection process requires accuracy and time, because employee data will be compared with the criteria set by company XYZ. The criteria set by XYZ company are work discipline, employee attendance, obedience, teamwork, work period, work spirit, and work loyalty. The selection of outstanding employees is not right on target, because it is not based on weighting. In accordance with the regulations set by the XYZ company in the selection of outstanding employees, criteria are needed to determine who will be selected to receive the outstanding employee award.The simple additive weighting (SAW) method is often also known as the weighted addition method. The basic concept of the SAW method is to find the weighted sum of the performance ratings for each alternative on all attributes. The SAW method requires the process of normalizing the decision matrix (X) to a scale that can be compared with all existing alternative ratings. By using the SAW method can solve problems in the selection of outstanding employees.

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Asbara, Nurkhalik Wahdanial, and Syuryadi Syuryadi. "Penerapan Metode MFEP (Multifactor Evaluation Process) Dalam Seleksi Karyawan." Jurnal Sistem Komputer dan Informatika (JSON) 3, no. 4 (June 30, 2022): 516. http://dx.doi.org/10.30865/json.v3i4.4228.

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This study aims to: (1) design a decision support system that can provide convenience for the permanent employee selection committee in making decisions about the results of the permanent employee selection. (2) implement the application of a permanent employee selection decision support system at PT. Pharos Indonesia. Designing a Decision Support System for the Selection of permanent employees at PT. Pharos Indonesia is intended to increase the effectiveness and efficiency of time in terms of decision making for the selection of permanent employees. The results of the study indicate that the system designed is very supportive of Permanent Employee Selection Decisions at PT. Pharos Indonesia by providing convenience in making objective and transparent decisions.

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Lau, Herminus, NM Faizah, and Winton Ginting. "Sistem Penunjang Keputusan Penerimaan Karyawan Baru di PT. Yudita Teratai Cakti Menggunakan Metode Profile Matching." Journal Innovations Computer Science 1, no. 2 (November 30, 2022): 109–17. http://dx.doi.org/10.56347/jics.v1i2.73.

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PT. Yudita Teratai Cakti is a company that carries out the hiring process independently or does not use the services of an outsourcing company. In the process of hiring employees, usually PT. Yudita Teratai Cakti uses advertising services in print media such as newspapers and online media such as Facebook and others. In the employee recruitment process at PT. Yudita Teratai Cakti is carried out by the personnel department by selecting and selecting one by one the data of applicants who enter the selection process for prospective employees at the acceptance of new employees at PT. Yudita Teratai Cakti, with the need to apply for a job this system was built, namely carrying out a selection process for prospective employees who applied for work at PT Yudita Teratai Cakti, it is hoped that this system can carry out the selection process using the profile matching calculation method used in this study to be able to provide decision-making information New Employee Recruitment. In order for the implementation of the selection of new employees to meet the demands and expectations of the company, a correlation is needed between the preparation of the test questions and the determined test criteria so that the test results for each new employee show the potential value of each new employee on each of the specified criteria. The decision support system with the profile matching method can assist the role of management or managers in supporting PT. Yudita Teratai Cakti which has objective value with a more effective time.

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Septiana, Hana, and Aulia Septiana. "Employee Recruitment, Selection, and Placement Processes: A Bibliometric Analysis." Jurnal Ilmiah Manajemen Kesatuan 11, no. 3 (December 1, 2023): 1025–32. http://dx.doi.org/10.37641/jimkes.v11i3.2179.

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This study aims to analyze the process of recruitment, selection, and placement of employees in the company. Bibliometric analysis methods are used to measure, analyze, and understand patterns in scientific literature and scientific publications related to employee recruitment, selection, and placement. Through searching using the Publish or Perish tool, 984 articles were obtained selected according to research needs, starting from 2019 to 2023. The results of this study conclude the results that recruitment, selection, and placement of employees affect employee performance. Good and appropriate employee recruitment, selection, and placement processes can be applied to improve employee performance. The theoretical implication of this study lies in its use of bibliometric analysis methods to systematically assess the scientific literature on employee recruitment, selection, and placement. The study offers a comprehensive understanding of patterns and trends in relevant scholarly publications in recruitment and employee placement. The contribution of this research is evident in its conclusion that effective processes in recruitment, selection, and placement significantly impact employee performance, emphasizing the importance of implementing suitable strategies to enhance overall workforce effectiveness.

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Deshmukh, Dr Tejashree. "“Graphology: A Technique for Employee Selection”." GIS Business 14, no. 4 (August 12, 2019): 209–13. http://dx.doi.org/10.26643/gis.v14i4.6879.

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Importance of Employee Selection is discussed widely by many authors till date. If we believe that the organizational success or failure is dependent on the talent pool of the employees, then we admit that Employee Selection is one of the most important areas of Human Resource Management. Thomas Stone defined Selection as "a process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job".

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Анисимова, Galina Anisimova, Дроздова, Ekaterina Drozdova, Палагутина, N. Palagutina, Мельникова, and Marina Melnikova. "Personnel Recruitment and Selection for an Organization." Management of the Personnel and Intellectual Resources in Russia 3, no. 2 (April 17, 2014): 59–62. http://dx.doi.org/10.12737/3536.

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As the shortage of competent well-trained employees is becoming more and more acute, so is the problem of recruiting and selecting appropriate personnel for organizations. Meanwhile the healthy performance of HRM service, and particularly, well-considered personnel recruitment and selection procedure, helps to slow down employee turnover, which in turn, positively influences on financial well-being and performance of an organization. Employee turnover can have several effects on the organizational performance. Dependant on the sphere of activity and jobs of permanently changing employees, this effect can be favorable or virtually imperceptible, but in certain cases can lead to loss of competitiveness and setback in production. Despite the urgency of the high employee turnover problem, employee retention programs are still can be found in only few organizations. The major guidelines for shaping recruitment and selection process are presented in the paper, accompanied by the list of the most popular and efficient methods of hiring, based on internal and external sources. Especially emphasized are the conditions and stage-after-stage recommendations for proper personnel selection, making it possible to hire employees, whose personal character traits qualify for the job and/or the set of activities to be implemented. The above said proves high theoretic and practical importance of the study, carried out by the authors.

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Anderson, Neil. "Repertory Grid Technique in Employee Selection." Personnel Review 19, no. 3 (March 1990): 9–15. http://dx.doi.org/10.1108/00483489010143032.

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Barclay, Jean M. "Employee selection: a question of structure." Personnel Review 28, no. 1/2 (March 1999): 134–51. http://dx.doi.org/10.1108/00483489910249045.

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Fisher, C. D., and G. J. Boyle. "Personality and Employee Selection: Credibility Regained." Asia Pacific Journal of Human Resources 35, no. 2 (January 1, 1997): 26–40. http://dx.doi.org/10.1177/103841119703500204.

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Slora, Karen B., Dennis S. Joy, and William Terris. "Personnel selection to control employee violence." Journal of Business and Psychology 5, no. 3 (1991): 417–26. http://dx.doi.org/10.1007/bf01017712.

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CAMPBELL, DENNIS. "Employee Selection as a Control System." Journal of Accounting Research 50, no. 4 (May 23, 2012): 931–66. http://dx.doi.org/10.1111/j.1475-679x.2012.00457.x.

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Vivek, Ramakrishna, and Sathiyakumar Chandrakumar. "BLIND SELECTION AND EMPLOYEE DIVERSITY: REVIEW." Cultural Communication and Socialization Journal 4, no. 1 (March 17, 2023): 01–05. http://dx.doi.org/10.26480/ccsj.01.2023.01.05.

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The recruiting process is more effective by a realistic mindset matching the organization’s goals and the applicants’ demands. The purpose of this study was to investigate the effective practices of blind selection from the organizational perspective and to find the impact of blind selection in achieving organizational diversity. Study used a systematic review and explored the document using thematic analysis to aggregate the most common causes and consequences of proposing blind selection. According to the findings of the research, most individuals have favorable sentiments toward blind selection in organizational performance. However, a company’s nature significantly impacts how this concept is adopted within the organization. Most of the literature emphasized that blind recruiting is characterized by varied approaches and perspectives on the problem, resulting in increased organizational effectiveness due to diversity.

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Mahdi, Fahrul, Faisal, Dwina Pri Indini, and Mesran. "Penerapan Metode WASPAS dan ROC (Rank Order Centroid) dalam Pengangkatan Karyawan Kontrak." Bulletin of Computer Science Research 3, no. 2 (February 28, 2023): 197–202. http://dx.doi.org/10.47065/bulletincsr.v3i2.232.

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The important determinant factor for the success of a service company in achieving its established objectives is its workforce. The selection process for new and contract employees in the company should be objective in order for them to become permanent employees. However, many companies still lack measures to evaluate the level of objectivity in their selection process. In this study, the author observed that sometimes companies experience difficulty in determining which contract employees should be promoted to permanent employees due to the lack of objectivity in the selection process. Therefore, the author used the Simple Additive Weighting (WASPAS and ROC) method to determine the best employees who can be promoted to permanent employees with criteria such as participation, level of education, competency, workplace, knowledge, teamwork, work quality, English language skills, and others. Based on the research results, the ROC and WASPAS methods are very useful in determining the best employee candidates and solving identified problems, as well as providing better and more optimal results in decision-making. In this study, variant A2 with the highest utility value of 0.982 was chosen as the best contract employee to be employed as a permanent employee.

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Fauzia, Shifa, and Meldasari Said. "Analysis of Employee Procurement Process: Case Study at CIMB Niaga Bank of Banjarmasin." Athena: Journal of Social, Culture and Society 1, no. 3 (June 30, 2023): 161–68. http://dx.doi.org/10.58905/athena.v1i3.136.

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This study aims to analyze the employee recruitment and selection process at CIMB Niaga Bank of Banjarmasin and the effect to the employee performance. The research used a descriptive qualitative method with data collection techniques in the form of interviews, observations, and documentation. The results showed that CIMB Niaga Banjarmasin uses an open and closed recruitment process through internal and external sources, and uses both scientific and non-scientific methods in selecting employees. Job announcements have taken advantage of technology and social media. However, the selection method used is still conservative. It was found that recruitment and selection have an impact on the performance of employees at CIMB Niaga Bank Banjarmasin.. This proves that scientific recruitment methods such as psychological tests can predict the performance of prospective employees in the future

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Clifford Tizhe Oaya, Zirra, James Ogbu, and Grace Remilekun. "Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria." INTERNATIONAL JOURNAL OF INNOVATION AND ECONOMIC DEVELOPMENT 3, no. 3 (2017): 32–43. http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.33.2003.

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Employee performance is vital to all business enterprises in both developed and developing economies. The increase in the rate of business failure, closure and employees poor performance in terms of productivity in Nigeria is alarming. For organization to be sustained, employees have crucial roles to play in order to ensure that organizations attain competitive advantage over the competitors across the globe. The study examined the recruitment and selection strategy on the employee performance in the real sector using descriptive survey research design. The inferential statistics used is the “one sample T-test” to find the level of relationship between recruitment/selection strategy and employee performance. The study revealed that the use of recruitment agency and internal employee recommendation in the recruitment/selection process enables organization to recruit committed and productive employees while the recruitment through the influence of host community leads to organizational inefficiency. The study therefore, recommends that Organizations can make use of employment agencies in the act of recruitment and selection but should be open to disclose the job description and responsibility to them. Acceptance of referred candidates from committed and active employees for employment was also recommended as it enhances mentoring, monitoring, obedience and coaching among employees. It was also advised that recruitment/selection should be based on the capability of the candidates to perform the job responsibilities than consideration based on host community influences.

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Alsakarneh, Asaad, Shehadeh Mofleh Al-gharaibeh, Abdelwahhab Issa Allozi, Hayel Tallga Ababneh, and Bilal Eneizan. "The influence of talent management practices on employee retention and performance: An empirical study of Jordanian service organizations." Problems and Perspectives in Management 21, no. 3 (September 1, 2023): 460–70. http://dx.doi.org/10.21511/ppm.21(3).2023.37.

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This study aimed to examine the influence of talent management practices (recruitment and selection, training and development, rewards and compensation) on employee retention and employee performance in Jordanian service organizations. A questionnaire was adopted and distributed among the employees in the service organizations in Jordan; the study’s respondents were 267 employees from service organizations (telecommunication firms, banks, and tourism firms). SmartPLS 3 was used to analyze the data and to examine the measurement and structural models. The findings of the study indicated that rewards and compensation significantly and positively affected employee performance (t = 2.558) and employee retention (t = 5.336). Similarly, recruitment and selection significantly and positively influenced employee performance (t = 2.208) and employee retention (t = 5.822). Training and development also significantly and positively affected employee performance (t = 2.288) and employee retention (t = 2.699). The results suggest that implementing talent management practices (recruitment and selection, training and development, and rewards and compensation) can improve employee retention and performance in Jordanian service organizations.

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Supriyanti, Supriyanti, and Henny Destiana. "The Selection of Best Employee by using Analytical Hierarchy Process Method in Go Wet Water Park." SinkrOn 4, no. 1 (October 14, 2019): 191. http://dx.doi.org/10.33395/sinkron.v4i1.10188.

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In a company, human resource is something that must really be considered, the company must have good quality of human resources and be able to work well so that the company's sustainability can be maintained. To maintain the quality and existence of its employees, the company needs to give appreciation to its employees so that employees are motivated to work better. Employees are not motivated to work better because there is no model employee selection yet. Selecting and determining model employees requires a method or decision support system to support the selection of model employees. There are many methods that can be used to select model employees, one of which is the Analytical Hierarchy Process method. To support the selection of model employees, software that can make it easier to determine model employees is needed. The software used is Expert Choice 2000 software. The results obtained from research on the selection of model employees using the Analytical Hierarchy Process method in Go Wet Water Park are employees named Nugraha successfully selected as a model employee in the company with an overall inconsistency of 0.1.

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Siregar, Victor Marudut Mulia, Erwin Sirait, Lasminar Lusia Sihombing, and Ivana Maretha Siregar. "Best Employee Selection Using The Additive Ratio Assesment Method." Internet of Things and Artificial Intelligence Journal 3, no. 1 (March 3, 2023): 76–85. http://dx.doi.org/10.31763/iota.v3i1.589.

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This study aims to solve the problem of selecting the best employees at Café Alvina. In order for employee performance to be further improved and more motivated in doing their work, the leadership gives awards to employees who have a good reputation in it so that all employees are motivated to be able to improve the quality of their respective work. The problem of selecting the best employees is done by building a decision support system. The DSS was built using the ARAS (Additive Ratio Assessment method) method. The criteria used consisted of discipline, responsible, diligent, and cooperation with the weight of each criterion being 0.28, 0.11, 0.19, 0.31, 0.11. The results obtained from this study are the best employee recommendations consisting of employee_004 with a score of 0.9246 ranked 1st, employee_006 with a score of 0.8244, ranked 2nd, and employee_002 with a score of 0.5446 ranked 3rd. Through this decision support system, Alvina's café manager was greatly assisted because it becomes easier to decide on the selection of the best employees at the Café.

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Namira, Pungky. "Pengaruh Komunikasi, Pendidikan dan Pelatihan, Rekrutmen dan Seleksi Terhadap Peningkatan Kinerja Karyawan di Bank Mandiri dengan Komitmen Karyawan Sebagai Variabel Intervening." COMSERVA Indonesian Jurnal of Community Services and Development 2, no. 10 (February 26, 2023): 2164–74. http://dx.doi.org/10.59141/comserva.v2i10.615.

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Human Resource Management is now seen as one of the main factors that differentiate between successful and unsuccessful organizations after technology or finance. The purpose of this research is to find out and analyze the effect of communication on employee commitment, to know and analyze the effect of communication on improving employee performance, to know and analyze the effect of education and training on employee commitment, to know and analyze the effect of education and training on improving employee performance., to know and analyze the effect of recruitment and selection on employee commitment, to know and analyze the effect of recruitment and selection on employee performance improvement, and to know and analyze the effect of employee commitment on employee performance improvement. The research method taken is a causative quantitative descriptive research method. The population taken is Bank Mandiri employees in Bekasi. The samples to be taken are one hundred employees of Mandiri Banks in Bekasi City. In this study, exogenous latent variables are communication, education and training, recruitment, and selection. While endogenous latent variables are employee commitment, employee performance improvement. The results of research it can be concluded that: there is no influence and no significant communication with employee commitment, there is no influence and no significant communication with improving employee performance, there is no significant but significant effect of education and training on employee commitment, there is no significant influence but education and training with increasing employee performance, there is no significant influence and recruitment and selection on employee commitment, there is no effect and no significant recruitment and selection on employee performance improvement, there is no significant effect but employee commitment to increased employee performance. Meanwhile, when they wanted to analyze using the SEM AMOS 24 application, it was said that the data was unobservable.

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Akor, Akor Leonard, Hadiza Saidu Abubakar, Elizabeth Bolaji Atolagbe, Rasaq Ozemede Ayaghena, and Nasamu Gambo. "Effect of Talent Management Practices on Employee Performance in Selected Commercial Banks in Nigeria." Global Journal of Human Resource Management 12, no. 4 (April 15, 2024): 57–82. http://dx.doi.org/10.37745/gjhrm.2013/vol12n45782.

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Employee performance, which has become a source of concern for many Nigerian companies, especially in the banking industry influences organizational performance, work quality, and customer satisfaction, since organizational success heavily depends on employee performance. To this end, talent management and job satisfaction have become so pivotal that both success and failure of any organization are attributed to the quality and productivity of the human capital it possesses. Therefore, this study will examine the mediating role of job satisfaction in the relationship between these three talent management practices (recruitment and selection, training and development, and performance management) and commercial banks’ employees’ performance in Nigeria. The study employed the proportionate random sampling method. The study identified thirteen (13) commercial banks in Nigeria that are listed on the Nigerian Stock exchange. PLS-SEM path modelling was employed to analyze the data. Six hypotheses were developed in alternate form and result supported the hypotheses. Statistical evidence shows that there is a significant relationship between recruitment and selection and employee performance. it also shows that there is a significant relationship between, training and development, performance management, and employee performance. Finally, the study found that job satisfaction mediates the relationship between talent management practices and job satisfaction. The study therefore recommends that bank managers should adopt and recommend green recruitment and selection process for their banks’ employee as this will reveal new ways of recruitment and selection pattern that devour of influence and favouritism given to friends and relatives. It also recommends that managers give due consideration to the performance management, training and development, and job satisfaction of employee as this may still generate a positive impact on the organization performance on the long round.

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Munthe, Ketrin, T. Razeki Aditya Syahputra, Azi Alfisya Pasuli, and Muhammad Andika Hasibuan. "Sistem Pendukung Keputusan Pemilihan Pegawai Honorer Kelurahan Medan Sinembah Menerapkan Metode ROC dan MOORA." Bulletin of Informatics and Data Science 1, no. 1 (May 28, 2022): 20. http://dx.doi.org/10.61944/bids.v1i1.5.

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An honorary employee is someone who works for a company that is eligible to be employed as a daily employee for a predetermined period of time and also with a definite salary from the company he works for. The problem experienced in this study is about the process of selecting honorary employees. The selection of honorary employees so far has only looked at education, even though in the process of selecting honorary employees several criteria must be used. The criteria in this study are Education, Age, Height, Distance from Home, Work Experience, Character and Test Values. From the problems encountered, it is very appropriate if the Medan Sinembah Village party implements a Decision Support System. The method used in this study is ROC and MOORA, this method was chosen because it is able to provide the best decision based on predetermined criteria where the best alternative is alternative A18 on behalf of "Andry" with a value of Yi = 0.328

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Girsang, Rosita Manawari, Wico Jontarudi Tarigan, and Tuahman Sipayung. "The effect of recruitment and selection on employee performance." Enrichment : Journal of Management 13, no. 1 (April 12, 2023): 95–106. http://dx.doi.org/10.35335/enrichment.v13i1.1243.

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The purpose of this research is to find out how much influence the recruitment and selection process has on the performance of employees in PD. Anugrah Simalungun. The data used in this study are primary data and secondary data. Primary data is data that is processed from the results of filling out questionnaires that have been circulated to all employees, in this case the head of the branch at PD. Anugrah Simalungun and company staff, totaling 32 people starting from administration, marketing and collectors according to what is needed in this study. The results of this study indicate that recruitment and selection in the partial hypothesis test (t test) that the recruitment variable (X1) has a significant effect on employee performance (Y), so does the selection variable (X2) which has a significant effect on employee performance (Y). Furthermore, with the joint test (F test) that the variables recruitment (X1) and selection (X2) together have a significant effect on employee performance (Y). The determination test (R2) states that recruitment and selection variables affect employee performance variables by 71.4%. The recruitment process carried out at PD. Anugrah Simalungun is good, but the recruitment process should be maintained or the recruitment method that has been applied so far should be developed to produce high employee performance. The selection process is good, but the selection process should be maintained or the selection process should be further improved in order to get prospective employees with the criteria required by PD. Anugrah Simalungun

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Nugroho, Agung, Bambang Winardi, and Ajub Ajulian ZM. "Integration of AHP method in best employee selection: a multi-criteria decision analysis approach for decision making." International Journal of Mechanical Computational and Manufacturing Research 12, no. 2 (August 29, 2023): 40–45. http://dx.doi.org/10.35335/computational.v12i2.119.

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In an era of increasingly complex business competition, selecting the best employees has become crucial to ensure organizational productivity and success. In this endeavor, the integration of Multi-Criteria Decision Analysis Method with emphasis on Analytical Hierarchy Process (AHP) has emerged as an objective and scientific approach. This research discusses how the AHP method can be applied in the context of best employee selection by analyzing relevant criteria and pairwise comparisons that are calculated to generate relative weights. Through this process, best employee selection decisions can be made on a stronger and more transparent basis. However, the success of this method depends on the quality of the data and the assumptions used in the calculations. Although complex, AHP can provide valuable insights for decision makers in finding a balance between diverse criteria in the process of selecting the best employee.

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Sulistyanto, Tri Hadi, Rahayu Septyaning Mistina, and Yeni Heryani. "TH Validasi Kriteria Pemilihan Karyawan Terbaik menggunakan Multi Criteria Decision Making (MCDM) (Studi Kasus Pada PT AIND)." Eqien - Jurnal Ekonomi dan Bisnis 13, no. 01 (April 1, 2024): 140–48. http://dx.doi.org/10.34308/eqien.v13i01.1716.

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This research aims to examine and provide validation for the best employee selection process conducted by PT AIND. The selection of the best employees that has been done so far is based on the weight of the criteria determined where the weight of each criterion is not yet known as the basis for its determination, thus creating a risk of selecting unsuitable candidates. The AHP (Analytical Hierarchy Process) method is based on a hierarchical structure, making it more focused on each criterion and transparent in determining the weight of each criterion. PT AIND can use this method in the process of selecting the best employees more transparently and rationally. The results of this study obtained the weight of each criterion which is used to determine the best employees in the company based on pairwise comparisons of each criterion more rationally and reliably. Other criteria (sub-criteria) can be added to the best employee selection process, and each criterion's weight can be reassigned using the AHP method with pairwise comparisons of the currently used criteria.

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Fiernaningsih, Nilawati, Pudji Herijanto, and Musthofa Hadi. "PENGARUH ANALISIS JABATAN, REKRUTMEN DAN SELEKSI KARYAWAN TERHADAP KINERJA KARYAWAN TETAP NON PNS." Adbis: Jurnal Administrasi dan Bisnis 12, no. 1 (October 3, 2018): 75. http://dx.doi.org/10.33795/j-adbis.v12i1.43.

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Every educational organization, HR has a very important role because HR is the determinant of the success or failure of the organization in achieving organizational goals. In order for organizational goals to be achieved, it is necessary to have job analysis, employee recruitment and employee selection so that the organization can get employees who perform optimally. This study aims to determine the effect of job analysis, employee recruitment and selection on employee performance. This research was conducted at the State Polytechnic of Malang with a population of 565 non-civil servant permanent employees and a sample of 135 people taken randomly. The analysis technique used is SEM by using the AMOS 16 application. The results of the study concluded that job analysis, recruitment and selection of employees affect performance.

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Wardhani, Fitri Herinda, and Kemas Muslim Lhaksmana. "Predicting Employee Attrition Using Logistic Regression With Feature Selection." Sinkron 7, no. 4 (October 3, 2022): 2214–22. http://dx.doi.org/10.33395/sinkron.v7i4.11783.

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Employee attrition is a reduction in employees that happens gradually. Employee attrition can damage the organization of a company, including the projects and its employee structure. This study aims to predict employee attrition in a company using the logistic regression method. Employee attrition can be predicted using machine learning because the machine learning approach is not biased due to human interference. In addition, human resources in a company need to know the most influential factors that cause the occurrence of employee attrition. In this study, we proposed feature selection methods to identify those influential factors and simplify the data training. Our approach is to predict employee attrition with three kinds of feature selection methods, namely information gain, select k-best, and recursive feature elimination (RFE). The 10-fold cross-validation was performed as an evaluation method. Prediction of employee attrition using the logistic regression method without applying feature selection gets an accuracy value of 0.865 and an AUC score of 0.932. However, by applying the RFE feature selection showed the highest evaluation result than information gain and select k-best, with an accuracy value of 0.853 and an AUC score of 0.925

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Koeswara, Tya Septiani Nurfauzia, Eva Marsusanti, Resti Yulistria, and Rosento Rosento. "Application of the saw method for employee selection system in the PT Pinus Merah Abadi." Jurnal Mandiri IT 12, no. 3 (January 31, 2024): 192–99. http://dx.doi.org/10.35335/mandiri.v12i3.261.

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PT Pinus Merah Abadi is a company engaged in the sales and distribution business with a distribution network spread throughout Indonesia, both through traditional and modern channels. Currently PT Pinus Merah Abadi carries out the employee selection process on average 2 (two) times a year with a total of 50-60 job applicants. The assessment process when selecting employees uses multiple criteria, namely assessment during psychological tests, competency tests and interviews. The employee selection process still has several problems, including subjectivity in the assessment process and it takes a long time because it is done manually, resulting in the decision making process being slow. Based on these problems, research is needed as a system innovation in making decisions regarding the selection or selection of new employees at PT Pinus Merah Abadi applies a simple additive weighting method based on six criteria, namely: test, education, age, experience, readiness and expertise. As a result, this system can help make it easier for HRD to select employees based on the highest ranking results.

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Journal articles on the topic 'Employee selection'

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