Employee Performance Assessment Research Articles

Employee Performance Assessment Model in Survey Service Companies Using Analytical Hierarchy Process and Naive Bayes

Assessment of the performance of employees of a survey service company produces a final score that is not in accordance with the company's transformation strategy in responding to external challenges and demands. The variable assessment process still uses 180 Degree Feedback which is one-way from superiors to employees. This makes the company's learning and growth activities, especially in the human resources department, not occur. Therefore, companies should improve the assessment model to become a tool for acquiring highly qualified performing employees. This study contributes to obtain a more comprehensive employee performance assessment model proposal and evaluate the model so that it can be implemented. The research limitation lies in the use of data, namely contract employees with the position of Project Manager. This study uses the Analytical Hierarchy Process and Naïve Bayes methods to obtain variable weights. Based on the results of the analysis, it was found that SOE (State Owned Enterprises) AKHLAK was a new variable. The classification of the assessment variables is divided into Performance and Behavioral aspects based on the Minister of SOE Regulation. Changes that occur include formulas, mechanisms, and rating scales. The results of the verification and validation show that the model is in accordance with the design so that it can be implemented. Model trials with 360 DF show that PM's final score has a good chance of being assessed as a full-time employee. This valuation model can change along with company policies in responding to internal and external changes.

Strategic Employee Performance Analysis in the USA: Deploying Machine Learning Algorithms Intelligently

Strategic employee performance assessment assists organizations in steering productivity, affirming employee satisfaction, and accomplishing strategic organizational goals. Machine learning algorithms provide several benefits over mainstream techniques in assessing employee performance. This research paper aimed to explore the deployment of machine learning algorithms in assessing employee performance. The prime objective of employee performance analysis is to assess an employee's achievement during a specific time frame. The dataset for this research revolved around the leadership team of a global retailer's specific store level in the USA, extending over 18 months. The dataset for this study was subjected to Python programming software for intensive and comprehensive data analysis as well as for visualization purposes. From the experiment design, it was evident that XG-Boost seems to be the best-performing model overall. In particular, it had the greatest AUC for both holdout and training data (0.86 and 0.88, respectively), and it has a relatively low runtime (16 minutes) and maximum memory utilization (12%). By contrast, Random Forest displayed an average AUC for training data (0.79) but a lesser AUC for holdout data (0.51), which indicates that it may be overfitting the training data; besides, it had a longer runtime than XG-Boost.

Enhancing Employee Motivation: A TOPSIS-Based Decision Support System for Incentive Allocation through Performance Evaluation

Information technology is developing rapidly and has a significant role in various aspects, one of which is making decisions to evaluate employee performance. Employee performance assessment is an important activity and is often carried out by companies to determine employee performance in a certain period. A company's progress is greatly influenced by the good and bad of the system that is running. The decision support system can improve and influence the assessment of existing performance in the company. If the decision support system is inadequate, it can lead to errors in decision-making. This research was conducted at PT. App Inti provides enthusiasm and motivation to employees, and the company performs performance assessments every six months, which will influence the adjustment of employee salary increases. However, the current assessment process still uses simple methods and often experiences difficulties assessing performance, making the assessments less effective. Because errors and inaccuracies often occur during assessments, to make it easier for companies to make decisions and help solve these problems, a decision support system was designed using the TOPSIS method. The TOPSIS is a multi-attribute decision-making method often used to complete practical decisions. Then, the results can be considered and help the company determine a decision based on the alternatives and criteria that the company has decided. Then, the results of this research can help companies determine which employees are more visible during the assessment. Then, the TOPSIS ranking results are used to adjust salary increases that have been selected by the company, thereby helping companies make decisions more quickly.Keywords: Performance Appraisal, Decision Support System, TOPSIS

Sistem Pendukung Keputusan Pemilihan Karyawan Terbaik Cv. Aurelia Weida Prima Medan Dengan Metode Maut

The selection of the best employee is the company's appreciation for the performance of its employees. This can motivate employees to be more motivated at work. To get the names of the best employees, a system is needed that performs the expected selection process and can produce objective and transparent information. In finding the best employees, the company does this by appointing without a reliable enough assessment. Therefore, a decision support system is needed in evaluating employee performance. This research uses the multi-attribute utility theory method. The data processed for this evaluation are 10 samples from CV Aurelia Weida Prima Medan. The evaluation is based on several criteria and weights given. There are 6 data criteria to assess employee performance, namely service (30% weight), integrity (20% weight), commitment (15% weight), discipline (20% weight), cooperation (13% weight), and employee performance (12% weight). From the calculation results, the employee who has the highest score is obtained. Therefore, the maximum value is obtained at A9 = 15.746, and the minimum value is obtained at A1 = 1.410. Will be considered for CV later. Aurelia Weida Prima Medan evaluates its employees over a while. It turns out that choosing the best employee performance helps CV. Aurelia Weida Prima Medan.

Application of the AHP Method to Assesment of Performance Levels of Production Employees of the Zenbo Division of PT. ABC

In a company, it cannot be separated from the role of human resources who work in it. The quality of human resources is one of the factors that influences the level of company productivity. Therefore, there is a need for an existing employee performance assessment system to determine the level of productivity of each existing employee. The problems that exist at PT. Mertex Indonesia is the absence of an assessment system which results in no knowledge of the performance level of its employees. Based on these problems, this research designed an employee assessment system using the Analytical Hierarchy Process (AHP) method which is used to support decision making for employees which refers to the employee's level of productivity. This research aims to create decision support in evaluating the performance of company employees to be able to maintain the high value of company productivity. The results obtained from weighting using AHP are changes in ranking where operator 2 and operator 3 exchange ranking positions. Highlights : Lack of performance assessment system at PT. ABC impacts productivity. Research designs AHP-based employee assessment system. Results show ranking changes, enhancing decision-making for productivity. Keywords : Human Resources; AHP Method; Performance Assessment

Sistem Pendukung Keputusan Dalam Penilaian Kinerja Karyawan Rumah Sakit Menggunakan Metode Multi Factor Evaluation Process

Employees are a resource that is a supporting factor for a company or organization. Having employees who meet qualification standards can develop the company and increase company productivity. Employee performance assessments are carried out looking at the company's success in organizing employees and determining the level of employee loyalty and professional performance towards the company. Petukangan Hospital has a large number of employees ranging from health workers to management employees and others. Currently there is no system used to evaluate employee performance, so the assessment process takes a long time and is not timely and there is an element of subjectivity in the assessment. Therefore, we need a system that can help assess employee performance with the aim of the research as an alternative in systematically and objectively assessing employee performance according to the weights and criteria obtained by each employee. In this research, the method used is the Multi Factor Evaluation Process of a Decision Support System, where this method carries out an assessment by calculating weights and criteria. The aim of this research is to provide the best solution and tools for Petukangan Hospital in assessing employee performance, and this research is expected to have benefits that can become effective and efficient problem solving. This research has results obtained from testing in the form of a ranking system where employees with the highest total evaluation score is the employee with the best performance score. The calculation results show that the employee with the best performance and rank 1 is Employee 26 with a value of 0.8375.

Penerapan Sistem Pendukung Keputusan Pada Pengambilan Keputusan Penilaian Kinerja Karyawan dengan Menerapkan Metode MOOSRA

The quality of the company will increase as employee performance increases. There are many ways that companies or organizations can improve employee performance. One way is to provide awards or rewards for employees who excel and for employees who are not able to provide their best performance, they will be given as a consequence. Rewards will be given by assessing employee performance. So far, Kofipindo has only relied on leaders' decisions to assess employee performance. This makes employees less motivated to show their best performance. Decision support systems are alternative solutions or alternative means and steps to resolve problems so that problems can be resolved effectively and efficiently. The Moosra method is used to calculate the weight of the criteria and determine the level of rejection as the main criterion. Where the decision support system is used as a model or reference in the decision-making process, especially in the employee performance assessment process. The Moosra method examines the suitability of separating a set of alternative value data with certain criteria described in the decision matrix. The aim of the research is to assist in the employee performance assessment process, making it easier for companies to provide rewards for the performance results of selected employees. The results obtained in the research process were Alternative (A10) with the name Roland Zebua as the employee with the best performance assessment.

Assessment of Organizational Justice and Employee Performance in Selected Plastic Manufacturing Firms in Delta State, Nigeria

The seeming injustice in the focused firms regarding employee reward and interaction amongst employees propelled the researcher to conduct this study, whose broad objective was to ascertain the nature of the relationship between Organizational Justice and Employee Performance in selected plastic firms in Delta State. The study was anchored on Social Exchange Theory (SET). The study population was 243, consisting of employees of the selected firms, and Taro Yamane's formula was used to determine the sample size of 151. Pearson's Product Moment Correlation Coefficient and Regression Analysis were employed to test the three hypotheses. The findings revealed that interactional justice had a significant positive (0.975) relationship with job satisfaction. Following this revelation, the study concluded that the performance of the employees will improve with improved fairness in the processes and procedures leading to reward. It recommended, among other things, that organisations embrace justice in all its ramifications when rewarding employees for their contributions to bring about committed employees.

Application of Simple Additive Weighting Method To Design an Employee Performance Assessment System in a National Logistics Company

This research aims to discover how an employee performance appraisal system using the website-based SAW method can help managers carry out the employee performance appraisal process. The method used in developing a web-based decision-making system is the prototype method. For data collection, two techniques were used. First, obtain the necessary information through interviews. Second, by collecting performance assessment data previously carried out manually by managers. It can be observed that the system may function effectively by performing its functions as an employee performance assessment utilizing the simple additive weighting calculation technique after creating a prototype decision-making system using the website-based simple additive weighting method. After managers have completed an evaluation, website-based solutions can combine data to make it easier to access, preserve data security, and support decision-making. The results provided yield high accuracy based on the SAW formula. This system uses the SAW calculation method so that employee performance assessments are carried out based on the percentage weight of the criteria that the manager has determined. From the requirements and results of this assessment, SAW can produce a ranking of employees with the best to worst performance. From this ranking, the manager can determine the employee with the best and worst performance, and then managers can make decisions based on that data.

AI and the metaverse in the workplace: DEI opportunities and challenges

PurposeThe metaverse, through artificial intelligence (AI) systems and capabilities, allows considerable data analysis in the workplace, largely exceeding traditional people analytics data collection. While concerns over surveillance and issues associated with privacy and discrimination have been raised, the metaverse has the potential to offer opportunities associated with fairer assessment of employee performance and enhancement of the employee experience, especially with respect to gender and race, inclusiveness and workplace equity. This paper aims at shedding light on the diversity, equity and inclusion (DEI) opportunities and challenges of implementing the metaverse in the workplace, and the role played by AI.Design/methodology/approachThis paper draws on our past research on AI and the metaverse and provides insights addressed to human resources (HR) scholars and practitioners.FindingsOur analysis of AI applications to the metaverse in the workplace sheds light on the ambivalent role of and potential trade-offs that may arise with this emerging technology. If used responsibly, the metaverse can enable positive changes concerning the future of work, which can promote DEI. Yet, the same technology can lead to negative DEI outcomes if implementations occur quickly, unsupervised and with a sole focus on efficiencies and productivity (i.e. collecting metrics, models etc.).Practical implicationsManagers and HR leaders should try to be first movers rather than followers when deciding if (or, better, when) to implement metaverse capabilities in their organizations. But how the metaverse is implemented will be strategic. This involves choices concerning the degree of invasive/pervasive monitoring (internal) as well as make or buy decisions concerning outsourcing AI capabilities.Originality/valueOur paper is one among few (to date) that discusses AI capabilities in the metaverse at the intersection of the HR and information systems(IS) literature and that specifically tackles DEI issues. Also, we take a “balanced” approach when evaluating the metaverse from a DEI perspective. While most studies either demonize or celebrate these technologies from an ethical and DEI standpoint, we aim to highlight challenges and opportunities, with the goal to guide scholars and practitioners towards a responsible use of the metaverse in organizations.

Unbiased employee performance evaluation using machine learning

Most of the companies’ sustainability and growth depend on how well its employees perform. However, the measurement of employees’ performance until now is inconclusive and inexhaustive. To accurately assess and predict an employee's performance, numerous external factors (physical/environmental, social, and economic) related to an employee's life have been taken into account in this work. The purpose of this research is to explore an unbiased AI algorithmic solution to predict future employee performance considering physical, social, and economic environmental factors that affect employee performance. We collected data of 1109 employees from the ‘For-Profit Organization’ in Bangladesh from both employers and employees to cover all the factors that justified the unbiased outcome. We utilized a few machine learning tools in this study including the Logistic Regression classifier, the Gaussian Naive Bayes, the Decision Tree classifier, the K-Nearest Neighbors (K-NN), the SVM classification, etc., in order to predict the employee performance evaluation. Then, we compared the effectiveness of those machine learning models by analyzing their precisions, recall, F1-score, and accuracy. This work can be utilized to obtain bias-free employee performance reviews. This fair employee performance assessment can aid decision-makers in making moral choices regarding employee promotions, career advancement, and training needs, among other things. The study also describes notes for future researchers.

Applying AHP for Assessing Zenbo Division Production Employee Performance

This research proposes an employee assessment system utilizing the Analytical Hierarchy Process (AHP) method to evaluate productivity levels. The absence of such a system poses challenges in gauging employee performance and its impact on company productivity. Through AHP, this study aims to provide decision support for performance evaluation, thereby maintaining high productivity levels. Results indicate significant shifts in employee rankings, highlighting the effectiveness of the proposed methodology in identifying and enhancing productivity. This research contributes to the discourse on employee performance assessment, offering practical implications for decision-makers aiming to optimize workforce productivity. Highlights : Enhanced decision-making: The utilization of AHP provides a structured approach for evaluating employee performance, facilitating informed decision-making processes. Improved productivity rankings: Implementation of the assessment system results in notable shifts in employee rankings, indicating its effectiveness in identifying high-performing individuals. Practical implications: Findings offer valuable insights for organizations seeking to optimize workforce productivity through systematic performance evaluation methodologies. Keywords: Employee productivity, Assessment system, Analytical Hierarchy Process (AHP), Decision support, Workforce optimization

Feedback Analyzer for Employee Progress Graph

In contemporary workplace environments, the assessment and improvement of employee performance are integral components of organizational success. This abstract introduces a sophisticated Feedback Analyzer designed to streamline the process of evaluating and visualizing employee progress through dynamic and interactive graphs. The Feedback Analyzer leverages advanced data analytics and machine learning techniques to analyze feedback data collected from various sources, including performance reviews, peer evaluations, and managerial assessments. The system employs natural language processing algorithms to extract valuable insights feedback, transforming unstructured comments into quantifiable metrics. In this research we focus on the need for effective employee performance evaluation and feedback mechanisms is paramount. Traditional methods of assessing employee progress often fall short in providing real-time insights and actionable data for both employees and managers.

Employee Attendance System with Facial Recognition Technology Using a Single Shot Detector (SSD) Algorithm

The attendance system is an important thing that is used to assess employee performance. Currently, many companies or organizations have developed attendance systems, but there are still many organizations that have not optimized attendance with a reliable system. This happens at the Palu City Tourism Office, where attendance still uses manual recording in album books. Many problems occur with the manual attendance process, so it is necessary to create an attendance system. This research aims to help the Palu City Tourism Office for attendance management by using face recognition technology using the Single Shot Detector (SSD) algorithm. The system development model uses Waterfall. This research uses 20 different facial poses with four people each with 5 poses. This research uses javascript programming language, Next JS framework, tailwind CSS, PostgreSQL database, and face-api.js library. Tests carried out with blackbox results all features on the system function properly then based on the results of face detection testing, the test results obtained that the Single Shot Detector algorithm can detect facial images recorded on the camera quickly and accurately in medium and bright lighting with a distance of 40-80 cm. The result of this research is a system that can recognize faces well by matching the training data image with the face image recorded on the camera in realtime

Application Of Rating Scale Method to Design An Employee Performance Assessment System in a Health Equipment Distributor Company

This research aims to find out how to design and build an employee performance assessment information system using the rating scale method. The data collection methods used in this research were observation, interviews, library research, and a literature study. The research utilized the rating scale as the method for assessing employee performance. The author used the Rapid Application Development (RAD) method in system development. The review and analysis confirmed this research's success in developing an employee performance assessment information system using the rating scale method. The successful implementation of this system has had a positive impact by providing a solution to the challenge of performance assessment that is less than objective. With the existence of an employee performance appraisal information system, companies now have tools that can reduce the level of subjectivity in performance appraisals. Using the rating scale method in this system provides consistent evaluation standards, increases assessment accuracy, and presents a higher element of objectivity. In conclusion, implementing the employee performance assessment information system opens up opportunities for continuous improvement in human resource management. With a focus on objectivity and measurability, this system has the potential to become an invaluable tool in achieving company goals and vision.

Application of The Rapid Application Development Method to Develop a Decision Support System for Employee Performance Assessment in a State-Owned Electricity Company

This study aims to create a decision support system for employee performance evaluation that will help managers choose qualified applicants for advancement. In this study, observation, interviews, and literature review were employed as data collection techniques. RAD is the system development methodology that the author used in this study. Black box testing is used for testing. The following conclusions were drawn from the research's findings: first, it created a helpful decision support system that helped managers judge employee promotions by giving them more objectivity. This system helps managers make more accurate and equitable promotion decisions by offering rewards for evaluating employee performance. Second, this research contributes to the field by developing a decision support system visually representing employee performance metrics using graphs. Using the MFEP and MPE methods in the system provides a clear and easy-to-understand picture of employee performance. With graphs, managers can quickly and efficiently evaluate employee performance data, facilitating decision-making.

Application of Rating Scale Method to Design and Construct an Employee Performance Assessment Application System in National Charity Institutions

This research aims to find out how to design and build an employee performance assessment information system using the rating scale method. The data collection methods used were observation, interviews, and literature study. The research used the rating scale as the employee performance assessment method. The author used the Rapid Application Development (RAD) method in system development. The researcher designed an employee performance assessment information system using UML (Unified Modeling Language) tools at this stage. In this stage, the system is built using the PHP and MySQL programming languages for the database. The research results show that the developed performance appraisal system can provide significant benefits in monitoring employee performance more efficiently. Using this system makes the performance appraisal process easier, reduces file buildup, and increases the speed of the process from one week to only three days to complete the appraisal report. A data collection center also provides additional value by ensuring the security and orderliness of information.

Pelaksanaan Reformasi Birokrasi dalam Pengembangan Sumber Daya Manusia di Dinas Pemuda dan Olahraga Kota Padang

This research aims to determine the implementation of bureaucratic reform in human resource development at the The Youth and Sports Service of the city of Padang. This research was conducted using a qualitative approach with a descriptive method, in determining informants the researcher used a purposive sampling method. Data collection techniques are carried out using interviews, observation and documentation. From the research results, it can be seen that the implementation of bureaucratic reform in human resource development at the Padang City Youth and Sports Service has gone well. However, it can also be noted that employee skills and expertise are still inadequate, therefore explaining how important it is to provide training for State Civil Apparatus for agencies that need it. The Padang City Youth and Sports Service has carried out bureaucratic reform in the aspect of human resource reform. Human resource development through (1) employee recruitment such as employee recruitment (2) competency-based employee development such as job descriptions for structural and non-structural employees, employee job grading, employee position competency document standards, employee position competency profile maps and training (3) assessment of individual employee performance through employee work targets (SKP) (4) development of a personnel information system through an employee data base. However, in the process of implementing bureaucratic reform in developing human resources at the Padang City Youth and Sports Department, there are obstacles, namely the position placement is not in accordance with the level of education, there is still a lack of adequate infrastructure, there is still a lack of provision of inadequate training for civil servant from the regional government. local. One of the efforts made by the Padang City Youth and Sports Department is to collaborate with the regional government and provide training for civil servant.

PENGAMBILAN KEPUTUSAN PENILAIAN KINERJA PEGAWAI DENGAN METODE ANALYTICAL HIERARCHY PROCESS (AHP) PADA PT. SMART SOLUTION

The quality of human resources is one of the factors to increase the productivity of a company's performance, so companies need to assess employee performance to find out how they are carrying out their duties. Problems that occur at PT. Smart Solution Bekasi is an employee performance assessment process that is carried out subjectively so that it is still difficult to determine the best employee performance. The AHP (Analytical Hierarchy Process) method is used as a support for decision making which can simplify an existing problem so that it can speed up the decision making process. Based on the results of the calculation process that has been carried out using the Analytical Hierarchy Process method, it is obtained that the priority order of the main criteria in selecting employee performance appraisals is the attendance criterion with a value of 0.6169, in second place is the speed criterion with a value of 0.0564 and in third place is the tardiness criterion with a value of 0.0554 as well as for fourth place is the work results criterion with a value of 0.2703.Keywords : Decision Support System, Analytical Hierarchy Process

Web-Based Employee Performance Assessment Application with SMART Method: An Agile Approach in the Context of the Smartphone Market

Employee performance is essential in determining the company's sustainability, so company leaders must pay attention to employee performance. Many subjective factors determine employee performance, so performance evaluations are sometimes unfair. One of the companies developing in Indonesia is a smartphone sales company, CV Jala Kencana. As the company develops and the number of employees increases, problems arise in assessing employee performance that have yet to be measurable. So that employee performance assessments can be more objective, a decision support system application is needed that can help assess employee performance. The Agile SDLC method is used in designing website-based employee performance assessment applications. Then, for the employee performance assessment feature, the Simple Multi-Attribute Rating Technique (SMART) method is used, and SHA512 encryption is applied to the employee performance assessment database, which cannot be manipulated. This research produces a web-based employee performance assessment application with features to assess employee performance objectively based on predetermined criteria.