Information Management Personnel Research Articles

Maturity evaluation of real-name management for construction enterprise workers based on PMMM model and AHP algorithm

Since current real-name management for construction workers is unreasonable, this study has divided the management levels of construction companies into five categories, based on their IT applications. Apart from adopting literature induction approach and the project management maturity model (PMMM), the study also considers the six modules of human resource management. It has solicited expert opinions and evaluated them with different indicators and the improved Delphi method. Moreover, analytic hierarchy process (AHP) is employed to determine the algorithm of multiple indicators and the weights. This study has created a system to evaluate the maturity of real-name management of construction workers, offering reference fo enterprises’ personnel information management. It can also be used for industrial and social supervision to promote real-name management.

Personnel security of economic entities: Condition control using management information systems

Subject. This article discusses the issues of control over the condition of personnel security as a part of the general security system of an economic entity. Objectives. The article aims to conduct a critical review and develop an original definition of the Personnel Security concept, evaluate the developed systems of indicators used for monitoring and assessing personnel security, analyze the main modern information systems of personnel management and highlight their positive and negative characteristics, and analyze the capabilities of personnel management information systems as an information base for monitoring the condition of personnel security of an economic entity. Methods. For the study, we used analysis and synthesis, induction and deduction, grouping, and comparison. Results. The article presents the results of a review of the definitions of personnel security and offers the author-developed definition of personnel security of economic entities. It systematizes the characteristics of various information systems of personnel management and analyzes the possibilities of using them as an information base for monitoring the condition of personnel security of an economic entity. Conclusions and Relevance. At present, there is no unified approach of scientists to the definition of Personnel Security, as well as to the composition of indicators that are necessary to control the condition of personnel security and the personnel element of the economic security system of any economic entity. A critical assessment of the composition of indicators necessary for the control of personnel security shows that it is not an inert and static system, the indicators are mobile and dynamic for each economic entity. The set of these indicators depends on the specific institution, its organizational and legal form, the reporting period, external and internal environmental conditions, etc. The results obtained can form the basis for further development of ideas about the control and assessment of personnel security, as well as economic security for making informed and effective management decisions.

Sistem Informasi Manajemen Kepegawaian Penentuan Karyawan Terbaik Menggunakan Metode Analytical Hierarchy Process (AHP) Di PT.Nerangi Sarana Karya Berbasis Web

In the era of information and technological developments that are very rapid as it is today, in the context of managing human resources in a company or what is known as a personnel management information system.The problems faced by PT. Manage the work facilities, namely until now, the personnel data management is still using a manual system that has not been properly computerized, does not have a database as a data storage medium, does not share data over the network and still uses hardcopy printouts.Seeing the problems that occur in the personnel administration subdivision of PT. Serang the means of work, the author intends to develop a web-based personnel information system (SIMPEG) to handle staffing master data, employee data, promotion data, and periodic salary increase data. using PHP and MySQL. The system development method that I use is AHP.In the end, this system can provide output to its users in the form of a promotion decree, a regular salary increase decree and employee reports. Employee Recapitulation Report. Promotion report. Periodic salary increase reports

Pengembangan Sistem Informasi Manajemen Kepegawaian pada Yayasan Pondok Pesantren Nurul Huda Sukaraja

Along with advances in information technology, the Nurul Huda Islamic Boarding School Foundation still relies on managing personnel data manually without adopting a personnel management information system. This research aims to design a personnel information system that includes employee data management, including rank, leave applications, attendance, further studies, and monitoring of employee performance. In this research, the methodology used is Extreme, which is used to model process flow. In contrast, Data Flow Diagrams (DFD) are used to model data flow in a system, helping to clearly describe processes, data, and interactions between system components. The system development method used is extreme programming. Then, the system will be tested using the Black Box Testing method. The results show that the system is 100% valid and 100% compatible.

Application of Heuristic Evaluation Method to Evaluate User Experience and User Interface of Personnel Management Information Systems to Improve Employee Performance

This research aims to determine the level of user satisfaction with using SIMPEG application and evaluate the user interface design to improve the user experience. The research was conducted using qualitative methods. Researchers decided to involve as many as 100 participants in this research. To collect data and information based on system requirements, researchers collect data using observation, interviews, questionnaires, and literature studies. In designing the evaluation at application, researchers used a user-centered design approach and the heuristic evaluation method. Based on the research results, it was found that in the UCD approach, it often experiences bugs and errors, whereas in application there is no mobile application available, which aims to make it easier for employees to access the application anywhere and anytime. It is currently only available on a web basis. The UCD approach shows that the application has uses and functions that meet employee expectations with an average percentage of 70%, falling into the attractive category. The end result of the UCD approach emphasizes the importance of clearly understanding users and providing better user experiences. Meanwhile, the HE approaches helps identify problems with the application and focuses attention on usability issues in the HE aspects. In an effort to improve the quality of the user interface (UI) and user experience (UX) in application, the evaluation that has been carried out shows that improvements need to be focused on the appearance and use of the application.

Implementation of Personnel Management Information Systems in Agency of Personnel and Human Resource Development Regional Tojo Una–Una District of Central Sulawesi

This study aims to describe the mechanism for implementing management information systems, supporting factors, inhibiting factors, and determining the strategy for implementing personnel management information systems at the Regional Personnel and Human Resources Development Agency in Tojo Una-Una Regency. The type of research used is descriptive qualitative research. Data collection techniques used were interviews and documentation with validation and data analysis using SWOT analysis and interactive models (collection, reduction, presentation, and Drawing conclusions) from Miles and Huberman. Factors supporting the implementation of management information systems from internal factors, namely employee loyalty in carrying out tasks with full responsibility and support from leaders who support the implementation of personnel management information systems properly. In addition, from external factors is the Implementation of the Merit System in the management of State Civil Apparatus which is mandated in the ASN Law No. 5 of 2014. The inhibiting factors for the implementation of the personnel management information system from internal factors are the uneven quality and quantity of existing human resources, as well as the lack of supporting facilities. Such as computers, document scan tools and unstable internet network infrastructure. From internal factors, there is a mutation of employees, which is carried out using a (spoil) approach and limited budgetary funding support. The implementation strategy is to carry out education and training activities for human resources, improve facilities and infrastructure, and further enhance the integration of data and information communication between sectors.

EFEKTIVITAS SISTEM INFORMASI MANAJEMEN KEPEGAWAIAN DINAS PERHUBUNGAN KOTA SURABAYA

This study aims to provide information about the effectiveness of the personnel management information system at the Surabaya City Transportation Service. The benefits of this management information system research aim to make it easier for employees to find information about personal data. And with the management information system, work becomes more effective and efficient. The research method used is a qualitative research type. The data collection techniques used in this research are interviews and documentation, the researcher will examine the object of his study by holding direct interactions with informants. The focus of the research used in this study is how the effectiveness of the Surabaya Transportation Agency's personnel management information system is analyzed using 2 variables to measure the effectiveness of the management information system, namely innovative applications and information resources. The research location which is the place for the author to conduct research is the Surabaya City Transportation Service. The results showed that the Management Information System is very important for the employees of the Surabaya City Transportation Service because the work becomes more effective and efficient.
 Keywords: Effectiveness, System, Information, Management, Personnel.

The Role of e-Government to Improve the Implementation of Merit System in Indonesian Local Goverments

Digitalization has had an impact on changing various aspects of life, including the public sector. One of the adoptions of the use of information technology is carried out in the management of civil servants. This study aims to determine the role of e-government in improving the merit system in local government, with the locus of research in the Bali provincial government. This research uses a qualitative approach. The collection was conducted through interviews with the provincial governments of Bali, Indonesia, and studies of related documents. The results showed that the implementation of digital governance can improve the implementation of the merit system in local governments in Indonesia. The procurement of civil servants through an online selection mechanism has proven to cut the gap in the occurrence of nepotism in the procurement of civil servants. The quality of civil servants selected through the online selection mechanism is considered more competent. Information technology-based performance appraisals also make performance appraisals more transparent. The information technology-based competency development mechanism provides wider opportunities for employees to participate in competency development. Evaluation of competency development can be carried out directly by agencies through information technology. The personnel management information system, based on information technology, helps the implementation of the merit system. Through the integration of data and staffing processes, civil servant management based on the merit system is easier to do.
 Keywords: digitalization, digital governance, meritocrarcy, e-government

Information technologies in the personnel management system: approach to personnel management

The paper highlights the concept of information technologies and the importance of their application in administrative management. The difference in definitions is characterized: information resources, information systems, information technologies. The peculiarities of the combination of information systems with the personnel management system are highlighted. It has been proven that various information technology tools are used in personnel management information systems, which contribute to the optimization and digitalization of various types of information resources. Some programs, tools and technologies used in personnel management information systems are described. The practical features of using HRIS software in the context of administrative management are considered. There are two types of HRIS systems that can be used by enterprises depending on their scale, form of management, financing, number of employees, etc. Cloud HRIS – Hosted off-premise and available online. Local HRIS systems are hosted on companies' own servers. Types of the most popular HRIS systems in Ukraine are given. A proprietary formula for the use of HRIS in a financial company is given. In general, the paper emphasizes the importance of introducing information technologies into the personnel management system for increasing the efficiency and optimizing the work of enterprises, financial companies, organizations, etc. She emphasizes the need to constantly update technological solutions and integrate them into the personnel management strategy in order to achieve success in the organization.

Personnel management information system in order to create up-to-date and integrated personel data and information in the personnel and human resources agency in malaka regency

Purpose: This study discusses the personnel management information system in order to create up to date and integrated personnel data and information in the Personnel and Human Resources Development Agency in Malaka Regency. Research Methodology: This research uses a qualitative approach. Data collection methods for this research will be conducted by means of interviews, observation and document searches. The data analysis technique in this study is based on the theory of Miles and Huberman. Results: In the application of the human resources management information system in order to create up-to-date and integrated personel data and information in the Personel and Human Resources Development Agency of Malaka Regency, both input and process are still not good. In addition, there are inhibiting factors for the application of the personnel information system. Limitations: Researchers find it difficult to make more detailed observations so that they cannot display more related data and information. Contribution: This research can be a scientific basis for evaluating the application of the personnel information system at the Personel and Human Resources Development Agency of Malaka Regency. In addition, this research can be scientific information for students of Public Administration Science.

Evaluating the success of Iran Electronic Health Record System (SEPAS) based on the DeLone and McLean model: a cross-sectional descriptive study

BackgroundQuality dimensions are the most important criteria for predicting the success of an information system. The current study aims to evaluate the success of the Iran Electronic Health Record System (SEPAS) based on the DeLone and McLean model for information system success.MethodThis nationwide cross-sectional study was conducted in 2021. Participants were 468 health information management personnel who had working experience with SEPAS. Data were collected using a questionnaire based on the DeLone and McLean model. The validity and reliability of the questionnaire were confirmed. Data were analyzed using SPSS 22 through descriptive and analytic analysis including t-test and ANOVA.ResultsMost participants were female (70.9%) and almost half of the participants mean age was between 30 and 40 years old (49.6%). The total mean of SEPAS success was 3.42 ± 0.53. According to the participants’ perspectives “system quality” was the most influencing factor on SEPAS success. The least influencing factor was SEPAS “benefits”. There was a significant relationship between the mean score of SEPAS success and age (p value = 0.001), Education level (p value = 0.01), and Work experience (p value < 0.001).ConclusionThe total mean of system success was not acceptable. SEPAS has not been much successful in providing net benefits like provision of electronic services which locate patients in the center and improve the delivery of care to them. It sounds that SEPAS is not stable enough that means crashes sometimes. Hence, considering the required infrastructures for quick response and stability is more critical, especially when healthcare providers are supposed to use the SEPAS.

The use of data mining and data protection technology in the 21st Century library

Technological development has brought dramatic changes in the management, retrieving and dissemination of information. Information technology has influenced positively on library and information systems, services and protection of library resources for users. Mining of hidden and advance knowledge that is potentially useful including safeguarding these information resources that has been mined from compromise or loss cannot be overemphasize. This study enumerates various data mining and data protection technologies use in the 21st Century library including the benefit of using these technologies in the library. However, the study illustrated the challenges encounter in the use of these technologies to include computer network support, using a variety of data mining, deeply mining, coordination of information management personnel and finally centering on readers and timely processing feedback information. The study conclude that data mining and data protection technologies are cross-discipline, and are one of the most cutting-edge researches in the international database and information system, so its use in the 21st Century library is still in its infancy and that the learning and use of these technologies should be strengthen since it is a new trend in librarianship.

EFEKTIVITAS PENGGUNAAN SISTEM INFORMASI KEPEGAWAIAN DALAM MANAJEMEN PNS DI KANTOR WILAYAH KEMENTERIAN HUKUM DAN HAK ASASI MANUSIA LAMPUNG

The use of an information system is a must in facing complex organizational challenges. Utilization of the Personnel Management Information System aims to improve work efficiency and decision making related to civil servant management. The purpose of this study was to determine the effectiveness of the use of the Civil Service Administration Information System (SIMPEG) for Civil Servants in the Regional Office of the Ministry of Law and Human Rights in Lampung and the obstacles to its use. The method used in this study is naturalistic qualitative, researchers will collect data in a natural way through interviews with key informants, direct field observations and researching related documents. The results showed that the use of Administrative Information Systems in PNS Management at the Regional Office of the Ministry of Law and Human Rights Lampung is still quite effective because it fulfills the components of measuring the effectiveness of information systems in the form of security (confidentiality, availability, integrity) and output. The obstacles encountered when using the Civil Service Information System (SIMPEG) to meet the needs of civil servant management were that corrupt files were found due to application errors, incomplete data, leadership intervention in making decisions that ruled out the information presented by SIMPEG for consideration, and the internet network is unstable to access SIMPEG so that the staffing service process is obstructed. Keywords : Effectiveness; Civil Servant Management; SIMPEG.

DEVELOPMENT OF IOT-BASED PRESENCE SYSTEM FOR SCHOOL USING PROTOTYPE METHOD (CASE STUDY: YPPMNU AJIBARANG)

Today's rapid development of technology makes it easy to do everything from shopping to reading today's news to studying online and more. This technology has been widely used, for example in government agencies, schools, hospitals, clinics, and so on. Digital or computerized information technology can improve work efficiency. The technology present in the current era of globalization has developed, including attendance or attendance systems using fingerprints, irises, and RFID cards. Many large companies, SMEs, and schools take advantage of technological developments, therefore this research wants to implement IoT technology developments at YPPMNU Ajibarang because of the large number of employees, there are around 200 active employees. Moreover, the attendance itself is carried out every day, of course, the attendance data that they process is very large. The Ma`arif NU Education Organizing Foundation (YPPMNU) Ajibarang is a foundation engaged in education in the Ajibarang area. YPPMNU has four technical implementing units (UPT), Ma'arif NU 1 Ajibarang Vocational School, Ma'arif NU 2 Ajibarang Vocational School, Ibnu Sina Ajibarang STIKES, and Ibnu Sina Ajibarang Modern Islamic Boarding School, with an active number of around 200 active employees. YPPMNU already uses an information system called the YPPMNU Ajibarang Personnel Management Information System, which has functions such as employee capabilities. The pandemic has brought the work system from working directly from the office to working from home. Previously, YPPMNU had its own attendance system using a web-based application. This study aims to develop an IoT-based attendance system using the prototype method and evaluate an IoT-based attendance system using the UAT testing technique so that it can be well received by users. The research method used in this design is to use the prototype method. The results of this study are an evaluation of how the IoT-based attendance system uses the UAT method, and the IoT-based attendance system uses the prototype method.

Staffing Data Management Through Information System at the Education Quality Assurance Institution of South Sulawesi Province

Staffing data management through the personnel management information system (SIMPEG) is all process activities carried out by SIMPEG operators in a WEB-based application that is designed as a solution to handle various matters in managing personnel data. Given the importance of managing employee data, improving the quality of personnel data management through the SIMPEG application is one of the priorities in the e-Government development stage. SIMPEG is very important in providing services to all existing personnel, because employees are an organizational asset that needs to be managed properly. Good employee management will improve employee performance in an agency. This study aims to determine the management of personnel data through the personnel management information system at the Education Quality Assurance Institute of South Sulawesi Province. This research uses qualitative method with descriptive research type. Informants in this study are; head of administration, SIMPEG operator, and 1 SIMPEG User. Data was collected using observation, interview and documentation techniques. The data analyzed is data collected at the time of the study. Activities in data analysis are data collection, data condensation, data presentation and data verification or conclusions. The results showed that the management of personnel data through the personnel management information system was in the good category. From the aspect of data collection, data management.

Hubungan Sistem Informasi Manajemen Kepegawaian (SIMPEG) Dengan Kualitas Pelayanan Administrasi Kepegawaian

Personnel management information system (SIMPEG) is a system used to store employee data, one of the institutions that has implemented a personnel management information system (SIMPEG) as a system for storing employee data and facilitating services is the Office of the Ministry of Religion of West Bandung Regency. This study aims to find out: 1) how is the personnel management information system (SIMPEG) at the office of the Ministry of Religion of West Bandung Regency, 2) how is the quality of personnel administration services at the office of the Ministry of Religion of West Bandung Regency, 3) how is the relationship between the personnel management information system (SIMPEG) with the quality of personnel administration services at the office of the Ministry of Religion of West Bandung Regency. This research is descriptive, using a quantitative approach, the type of correlation. The data collection technique used is a questionnaire questionnaire. Then the data analysis techniques in this research are instrument test (validity and reliability), partial indicator analysis test, prerequisite test (normality and linearity test), and correlation test. Based on the results of the questionnaire distribution, the variable category x (SIMPEG) includes high qualifications with an average score of 4,54. Based on the results of the questionnaire distribution, the variable y (quality of personnel administration services) includes high qualifications with an average value of 4,41. The relationship between the personnel management information system (SIMPEG) and the quality of personnel administration services based on correlation testing, the results obtained from the correlation coefficient of 0,674 This shows that the relationship between the personnel management information system variable and the quality of personnel administration services, the strength level is at 0,674, so it can be interpreted these results are in the category 0.60 – 0.79, it can be interpreted that between these variables have a strong relationship.

Pelaksanaan Sistem Informasi Manajemen Kepegawaian Berbasis IT di Kantor Kementrian Agama Kabupaten Aceh Timur

The objective of the study was to determine the personnel management system, in particular the Personnel Management Information System (SIMPEG) and the Regional Civil Service Agency (BKD) of Nanggroe Aceh Darussalam. The Government Personnel System is for the smooth running of organizational tasks and becomes a supporting element for the implementation of the functions of the management of an organization, the existence and smoothness of administrative activities. Utilization of information technology can produce efficiency in various aspects of information management as indicated by the speed and timeliness of processing, as well as the accuracy and correctness of the information (validity) produced. The benefit of recording Personnel data is as a means to store personnel data systematically, making it easier to retrieve if needed. Personnel data is processed into staffing information, which is very necessary for employee development materials. Personnel management, both managerial and technical-administrative in nature, is always related to data, in the form of printed or electronic data.

Трансформація функціонально-методичних підходів до управління персоналом в умовах інтеграції виробництва і мережевих інформаційних технологій

The article is devoted to the issues of the objective need to transform functional-methodical approaches to personnel management in the context of the integration of production and network information technologies. The functions of personnel management in the conditions of digitalization are defined. It is noted that the implementation of each management function requires the use of specific technologies Methods of personnel management in the conditions of integration of production and network information technologies are revealed. It is argued that the effectiveness of these personnel management methods in the conditions of digitalization depends on the flexibility of employees, the introduction of innovations, accounting for the moral wear and tear of processes, increasing the speed of learning, the development of internal rotation and the flexibility of job instructions. The main modern challenges and new tasks of personnel management are characterized. It is emphasized that all these challenges cause changes in approaches to personnel motivation and tasks of motivation policy. The advantages of the personnel management information support system are noted. New methods introduced into the practical activities of personnel management services, transformed into human resource management departments, are characterized. The KPI system is presented, which guides the activities of employees to achieve the planned results with the possibility of their overachievement. The results grading system is described, which allows positioning in the hierarchy of their value for the enterprise. The QMM system is shown, which provides personnel evaluation system based on quality system criteria. The MBO system that supports personnel management by results or management by goals is demonstrated. It is noted that the concept of a balanced system of BSC indicators is an effective tool that allows managing the personnel training system of a modern enterprise.

Implementation System Information Management Staffing Use Framesork Cobit 5 Domain Mea On Body Makassar State Civil Service

The development of Information Technology (IT) has progressed rapidly. This development also affects the Information System (IS). Most organizations use and consider IS as an important part of business processes. The Makassar City State Civil Service Agency is a Civil Service Agency located in the Makassar City Government area that implements SI as a support for business processes. One of the SI used is the Personnel Management Information System (SIMPEG). SIMPEG is a system specifically designed to provide information on personnel administration management quickly, accurately, and functions to manage personnel data and information within the Makassar City Government work environment. The purpose of this study was to see the implementation of SIMPEG at BKN Makassar city. The results of this study indicated that the maturity level of the MEA01 and MEA02 processes reached 3.70 and 3.55 at level 4 which had been carried out within the limits set to achieve the expected results. And in the MEA02 process it reaches 3.36, namely at level 3, where this process has been carried out using certain predetermined processes, which are able to achieve the expected results. The recommendations given in general are expected to be used as input so that they can help improve the quality of IT governance in SIMPEG implementation

РОЛЬ ДИАГОСТИЧЕСКИХ ПРОЦЕДУР И ЦИФРОВИЗАЦИИ В СИСТЕМЕ УПРАВЛЕНИЯ ПЕРСОНАЛОМ

The article is devoted to the study of the role of diagnostic procedures and digitalization in the personnel management system. The authors substantiate the use of diagnostics of the personnel management system in the context of managerial and analytical functions, which primarily rely on the analysis and use of various HR tools and methods in the digital personnel management system. At the same time, digitalization is achieved through the introduction of highly automated personnel management information systems, analysis of personnel management subsystems and approval procedures that form the digital operating model of the organization.