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All Journal Bulletin of Electrical Engineering and Informatics Format : Jurnal Imiah Teknik Informatika JOIV : International Journal on Informatics Visualization Tech-E Jurnal Ilmiah FIFO Jurnal CoreIT BAREKENG: Jurnal Ilmu Matematika dan Terapan JITK (Jurnal Ilmu Pengetahuan dan Komputer) Technomedia Journal Riau Journal of Empowerment The IJICS (International Journal of Informatics and Computer Science) JURIKOM (Jurnal Riset Komputer) KOMPUTIKA - Jurnal Sistem Komputer Jurnal Manajemen Informatika Komputasi: Jurnal Ilmiah Ilmu Komputer dan Matematika Jurnal Tekno Kompak Building of Informatics, Technology and Science Jurnal Ilmiah Betrik : Besemah Teknologi Informasi dan Komputer IJAIT (International Journal of Applied Information Technology) Indonesian Journal of Electrical Engineering and Computer Science Jurnal Sisfotek Global Journal of Computer System and Informatics (JoSYC) Community Development Journal: Jurnal Pengabdian Masyarakat TIN: TERAPAN INFORMATIKA NUSANTARA Jurnal Teknik Informatika (JUTIF) JiTEKH (Jurnal Ilmiah Teknologi Harapan) Jurnal Informatika dan Rekayasa Perangkat Lunak Jurnal Ilmiah Infrastruktur Teknologi Informasi Jurnal Teknologi dan Sistem Informasi Journal Social Science And Technology For Community Service Jurnal Pendidikan dan Teknologi Indonesia Bulletin of Computer Science Research Journal of Informatics Management and Information Technology KLIK: Kajian Ilmiah Informatika dan Komputer EXPLORER J-Intech (Journal of Information and Technology) BEES: Bulletin of Electrical and Electronics Engineering Jurnal Sisfotek Global Jurnal Telematics and Information Technology (TELEFORTECH) Bulletin of Data Science Jurnal Ilmiah Sistem Informasi Akuntansi (JIMASIA) Paradigma Journal of Engineering and Information Technology for Community Service Journal of Computing and Informatics Research JEECS (Journal of Electrical Engineering and Computer Sciences) Jurnal Ilmiah Informatika dan Ilmu Komputer Journal of Informatics, Electrical and Electronics Engineering Jurnal INFOTEL Bulletin of Informatics and Data Science Jurnal Ilmiah Computer Science CHAIN: Journal of Computer Technology, Computer Engineering and Informatics Journal of Data Science and Information System Journal of Artificial Intelligence and Technology Information Journal of Information Technology, Software Engineering and Computer Science Jurnal Media Jawadwipa Bulletin of Artificial Intelligence International Journal of Informatics and Data Science Journal of Decision Support System Research Journal of Information Technology
Setiawansyah Setiawansyah
(Scopus ID : 57446859700), Universitas Teknokrat Indonesia
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Sistem Pendukung Keputusan Penilaian Kinerja Tenaga Honor Panitia Pengawas Menggunakan Kombinasi Logarithmic Least Squares Weighting dan MABAC Mahendra, Ferdian Jerry; Setiawansyah, Setiawansyah
Journal of Computer System and Informatics (JoSYC) Vol 5 No 3 (2024): May 2024
Publisher : Forum Kerjasama Pendidikan Tinggi (FKPT)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47065/josyc.v5i3.5158

Abstract

The performance of the honor staff, supervisory committee, division, staff handling violations, dispute resolution is vital in ensuring effectiveness and fairness in handling violations and dispute resolution within the organization. The main problems in evaluating the performance of supervisory committee personnel include subjectivity in the assessment, and lack of transparency in the appraisal process. Subjectivity can arise due to different perceptions of the party making the assessment, which can lead to unfairness in performance evaluation. Non-transparency in the appraisal process can also raise doubts and distrust of the fairness of the performance appraisal process of supervisory staff. DSS performance appraisal of honorary personnel of the supervisory committee using a combination of LLSW and MABAC is to develop a holistic and effective approach in evaluating the performance of honorary personnel in the supervisory committee. This research is to improve objectivity and fairness in performance appraisal, as well as enable decision makers to make more informed and informed decisions in honorary personnel management in the supervisory committee. The combination of LLSW (Logarithmic Least Squares Weighting) and MABAC (Multi-Attributive Border Approximation Area Comparison) can obtain more detailed and objective recommendations in the performance assessment of honor personnel. This process combines a statistical approach (LLSW) to determine attribute weights and a multi-attribute comparative analysis (MABAC) to obtain a final alternative ranking. The results of ranking 3 alternatives using a combination of LLSW and MABAC methods in assessing the performance of honor workers showed that the results for rank 1 were obtained by Yustina with a final function value of 0.152406, rank 2 was obtained by Andri with a final function value of 0.118662, and rank 3 was obtained by Sudrajat with a final function value of 0.094245.
Kombinasi Logarithmic Percentage Change-Driven Objective Weighting dan Complex Proportional Assessment Dalam Penentuan Supplier Perlengkapan Olahraga Pramuditya, Andri; Darwis, Dedi; Setiawansyah, Setiawansyah
Journal of Computer System and Informatics (JoSYC) Vol 5 No 3 (2024): May 2024
Publisher : Forum Kerjasama Pendidikan Tinggi (FKPT)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47065/josyc.v5i3.5160

Abstract

Sports equipment suppliers are suppliers that provide a wide range of equipment, clothing, and accessories needed by athletes, sports teams, and fans to support their activities. One of the main problems in choosing a sports equipment supplier is consistent product quality. Companies that choose sports equipment suppliers need to ensure that the products they buy meet the expected quality standards. In addition, the issue of stock availability and reliable delivery times is also a concern, as the inability to get goods on time can interfere with sports activities or businesses that depend on such equipment. The combination of Logarithmic Percentage Change-Driven Objective Weighting (LOPCOW) and Complex Proportional Assessment (COPRAS) provides a solid and adaptive framework for selecting sports equipment suppliers that best suit existing needs and priorities. This approach helps decision makers to make more informed and targeted decisions, taking into account the overall impact of each supplier's choice in the sporting goods industry. The results of supplier determination recommendations show the results of the assessment of each supplier, based on calculations using a combination of LOPCOW and COPRAS for the first rank with a utility value of 100 obtained by TRB Suppliers. The results of applying the combination of LOPCOW and COPRAS methods in supplier determination can provide more holistic and accurate results, the combination of these two methods can provide a more complete and detailed view of optimal supplier selection, taking into account dynamic changes in relevant criteria and preferences.
COMBINATION OF LOGARITHMIC PERCENTAGE CHANGE-DRIVEN OBJECTIVE WEIGHTING AND MULTI-ATTRIBUTIVE IDEAL-REAL COMPARATIVE ANALYSIS IN DETERMINING THE BEST PRODUCTION EMPLOYEES Hadad, Sitna Hajar; Subhan, Subhan; Setiawansyah, Setiawansyah; Arshad, Muhammad Waqas; Yudhistira, Aditia; Rahmanto, Yuri
Jurnal Teknik Informatika (Jutif) Vol. 5 No. 3 (2024): JUTIF Volume 5, Number 3, June 2024
Publisher : Informatika, Universitas Jenderal Soedirman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52436/1.jutif.2024.5.3.2057

Abstract

The problem that occurs in the selection of the best production employees is the lack of transparency and objectivity in the selection process. Without clear procedures and well-defined criteria, employee selection decisions can be influenced by subjective preferences or irrelevant non-performance factors. This can result in injustice in employee selection and lower the morale and motivation of unselected employees. The purpose of the combination of LOPCOW and MAIRCA in determining the best production employees is to provide a holistic and adaptive framework in the employee performance evaluation process. LOPCOW allows decision makers to dynamically adjust the weight of criteria according to the level of volatility or change in the relevant environment or situation. LOPCOW offers an adaptive and responsive approach in determining the weight of criteria, enabling decision makers to respond quickly to changes occurring in the relevant environment or situation. MAIRCA is an analytical method used to assist decision makers in evaluating and selecting alternatives based on several relevant criteria or attributes. MAIRCA provides a strong framework for decision makers to make more informed and informed decisions. Combining these two methods results in a more comprehensive and accurate understanding of production employee performance, thus enabling managers to identify the most effective employees and provide rewards or development accordingly. The final results of the ranking of the best production employees obtained by JR employees get 1st place, YP employees get 2nd place, and AJL employees get 3rd place.
Combination of Multi-Objective Optimization on the basis of Ratio Analysis (MOORA) and Pivot Pairwise Relative Criteria Importance Assessment (PIPRECIA) in Determining the Best Cashier Sintaro, Sanriomi; Aldino, Ahmad Ari; Setiawansyah, Setiawansyah; Saputra, Very Hendra
Journal of Computing and Informatics Research Vol 3 No 1 (2023): November 2023
Publisher : Forum Kerjasama Pendidikan Tinggi (FKPT)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47065/comforch.v3i1.969

Abstract

MOORA (Multi-Objective Optimization by Ratio Analysis) method is one of the multi-criteria analysis techniques used for alternative selection based on several different criteria or objectives. In the context of selecting the best cashier, by using the MOORA method to select cashiers based on several relevant criteria. While Pivot Pairwise Relative Criteria Importance Assessment (PIPRECIA) is a method used to assess the importance of criteria relative to each other in the context of multi-criteria analysis. This method helps in determining the weight of criteria used in multi-criteria decision making. The combination of MOORA and PIPRECIA will produce the best cashier selection based on the criteria used. The results of the best cashier assessment ranking using the Multi-Objective Optimization method on the basis of Ratio Analysis (MOORA) and the Simplified Pivot Pairwise Relative Criteria Importance Assessment weighting method obtained results, namely for Rank 1 obtained by Rini Maya with a final value of 0.343.
Best Sales Selection Using a Combination of Reciprocal Rank Weighting Method and Multi-Attribute Utility Theory Palupiningsih, Pritasari; Setiawansyah, Setiawansyah
Journal of Computing and Informatics Research Vol 3 No 3 (2024): July 2024
Publisher : Forum Kerjasama Pendidikan Tinggi (FKPT)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47065/comforch.v3i3.1496

Abstract

The best salespeople are individuals who are not only able to meet or exceed sales targets, but also demonstrate exceptional skills in building relationships with customers, understanding their needs, and offering effective solutions. The problem of selecting the best salespeople often involves the challenge of an objective and fair assessment, as diverse evaluation criteria can affect the final result. One of the main obstacles is the presence of subjectivity in judgment, which can arise from personal preferences or pressure to maintain good relationships. This study aims to implement a sales performance evaluation model that combines the Reciprocal Rank Weighting and Multi-Attribute Utility Theory (MAUT) methods to obtain a more accurate and objective assessment of sales performance. This research contributes to the management literature and decision support systems by offering a new approach in sales performance evaluation. This opens up opportunities for further research and practical applications in the field of performance evaluation and salesforce management. Based on the final score calculated using the MAUT method, the salesperson rank from best to lowest is as follows: Sales 7 is ranked top with a value of 0.646, indicating the best overall performance. Sales 3 followed in second place with a value of 0.6125, followed by Sales 9 with a value of 0.5604 in third position.
Optimizing Employee Admission Selection Using G2M Weighting and MOORA Method Rahmanto, Yuri; Wang, Junhai; Setiawansyah, Setiawansyah; Yudhistira, Aditia; Darwis, Dedi; Suryono, Ryan Randy
Paradigma - Jurnal Komputer dan Informatika Vol. 27 No. 1 (2025): March 2025 Period
Publisher : LPPM Universitas Bina Sarana Informatika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31294/p.v27i1.8224

Abstract

An objective and effective employee admission selection process is a crucial step for the success of the organization in achieving its goals. Problems in employee recruitment selection often arise due to a lack of good planning and system implementation, namely decisions are often influenced by personal preferences, stereotypes, or non-relevant factors, thus reducing objectivity in choosing the best candidates. Objective selection ensures that candidate assessments are conducted based on measurable, relevant, and bias-free criteria, so that only individuals who truly meet the company's needs and standards are accepted. The purpose of developing an optimal approach in employee admission selection using G2M weighting and MOORA is to create a more objective, efficient, and accurate selection process. This approach aims to integrate the calculation of criterion weights mathematically, such as those offered by G2M, in order to eliminate subjective bias in determining criterion prioritization. The MOORA method of evaluating alternative candidates is carried out through ratio analysis that takes into account various criteria simultaneously, resulting in a transparent and data-driven ranking. The results of the employee admission selection ranking based on the criteria that have been evaluated, Candidate 3 obtained the highest score of 0.4177, indicating that this candidate best meets the expected criteria. The second position was occupied by Candidate 6 with a score of 0.3886, followed by Candidate 9 with a score of 0.3528. This research contributes to the recruitment process, by providing a more reliable, transparent, and less subjective way of selecting the right candidates for the positions that companies need.
Penerapan Metode Entropy dan Grey Relational Analysis dalam Evaluasi Kinerja Karyawan Setiawansyah, Setiawansyah
Journal of Data Science and Information Systems Vol. 2 No. 1 (2024): Volume 2 Number 1 February 2024
Publisher : Journal of Data Science and Information Systems

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58602/dimis.v2i1.100

Abstract

Employee performance evaluation is an important process in human resource management that aims to assess the achievement, progress, and contribution of an employee to organizational goals. The problem that occurs in employee performance evaluation is that there is no method used in evaluating employee performance, but in the evaluation of performance appraisal carried out there are already criteria used for employee performance appraisal. This study uses the Grey Relational Analysis method in evaluating employee performance appraisals and the Entropy method for weighting criteria. The results of employee performance rank 1 with a final GRA value of 0.1638 was obtained by Kusnanto employees, rank 2 with a final GRA value of 0.1546 was obtained by Hariawan employees, rank 3 with a final GRA value of 0.1502 was obtained by Yoseph employees.
Penerapan Metode SWARA dan Grey Relational Analysis Dalam Pemilihan Karyawan Terbaik Saputra, Very Hendra; Setiawansyah, Setiawansyah
Journal of Artificial Intelligence and Technology Information (JAITI) Vol. 2 No. 1 (2024): Volume 2 Number 1 March 2024
Publisher : PT. Tech Cart Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58602/jaiti.v2i1.107

Abstract

The best employees are individuals who not only have exceptional expertise in their work, but also stand out in their attitude, dedication, and engagement towards the job and the company. One of the problems that often arises in the selection of the best employees is the lack of congruence between the skills possessed and the lack of transparency and communication in the best employee appraisal process to understand what is expected by the company. This study aims to select the best employees by applying a combination of the SWARA method for determining the weight of criteria and the GRA method for selecting the best employees based on the data from the assessment results that have been carried out. The final score ranking results recommend for the best employee 1 with a final score of 0.1799 on behalf of Desi Puspasari, the best employee 2 with a final value of 0.1147 on behalf of M. Budianto, and the best employee 3 with a final score of 0.1082 on behalf of Akhmadi.
Sistem Pendukung Keputusan Rekomendasi Tempat Wisata Menggunakan Metode TOPSIS Setiawansyah, Setiawansyah
Jurnal Ilmiah Informatika dan Ilmu Komputer (JIMA-ILKOM) Vol. 1 No. 2 (2022): Volume 1 Number 2 September 2022
Publisher : PT. SNN MEDIA TECH PRESS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58602/jima-ilkom.v1i2.8

Abstract

This study aims to recommend tourist attractions using criteria of distance, travel time, entrance fees, and cleanliness by applying the Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) method in providing recommendations for a decision. TOPSIS is a multi-criteria decision-making method used to select the best alternative from a group of alternatives based on predetermined criteria. The results of the ranking of recommended tourist attractions that get rank 1 are Parks and Historical Places with a value of 0.673, rank 2 is Swimming Pool with a value of 0.597, rank 3 is Beach with a value of 0.504, and rank 4 is Mountain with a value of 0.409.
Kombinasi Multi-Objective Optimization on the basis of Ratio Analysis (MOORA) dan PIPRECIA dalam Seleksi Penerimaan Barista Sintaro, Sanriomi; Setiawansyah, Setiawansyah
Jurnal Ilmiah Informatika dan Ilmu Komputer (JIMA-ILKOM) Vol. 3 No. 1 (2024): Volume 3 Number 1 March 2024
Publisher : PT. SNN MEDIA TECH PRESS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58602/jima-ilkom.v3i1.23

Abstract

Barista acceptance selection is a crucial stage in building a quality team in the coffee industry. This process not only looks for individuals with technical skills in processing coffee, but also emphasizes other aspects such as communication skills, customer service, and appearance. The combination of MOORA and PIPRECIA methods can be used to optimize several goals at once by considering the ratio between positive and negative solutions in determining the best alternative based on several criteria. This study aims to select barista acceptance by applying a combination of MOORA and PIPRECIA methods based on the criteria used, namely ability, knowledge, experience, communication, and appearance. So that the results of the combination of MOORA and PIRRECIA methods will be a recommendation for management in selecting barista acceptance. The ranking results for rank 1 with the final value of MOORA optimization of 0.428 were obtained by Yanto, rank 2 with the final value of MOORA optimization of 0.423 was obtained by Ridho, and rank 3 with the final value of MOORA optimization of 0.414 was obtained by Antoni. The benefit of this study will be a recommendation for coffee shop owners in conducting barista selection using a decision support system model. Future research may add other criteria such as barista education and training.
Co-Authors Abhishek R Mehta Ade Dwi Putra Ade Surahman Adhie Thyo Priandika Adi Sucipto, Adi Aditia Yudhistira Agus Perdana Windarto Agus Wantoro Agustina, Intan Ahdan, Syaiful Ahmad Ari Aldino Ahmad Ari Aldino Ahmad Ari Aldino Ahmad Ari Aldino Ahmadfauzy Alfry Aristo Jansen Sinlae Alita, Debby Amalia, Zahrina Andi Nurkholis Andika, Rio Aniyanti Tafonao An’ars, M. Ghufroni Arfinia Rahma Ari Sulistiyawati Ari Sulistiyawati Ari Sulistiyawati Ariany, Fenty Arie Qur’ania Arief Budiman Arshad, Muhammad Waqas Arsi Hajizah Asistyasari, Ayuni Ayu Megawaty, Dyah Bustanul Ulum Chandra, Iryanto Damayanti Damayanti Damayanti, Damayanti Daniarti, Yeni Daniel Prasetyo Tarigan Deas Andrian Dwijaya Debby Alita Dedi Darwis Dedi Triyanto Desyanti Dinda Titian Lestari Dodi Siregar Dodi Siregar Dwi Satria, M. Najib Dyah Aminatun Dyah Ayu Megawaty Eko Bagus Fahrizqi Erlin Windia Ambarsari Fadila Shely Amalia Fajar Irvansyah Faruk Ulum Febrianus Gea Ferico Octaviansyah Pasaribu, Ahmad Fernando, Yusra Fikri Hamidy Gibtha Fitri Laxmi Hamdan Sobirin, Muhammad Heni Sulistiani Heni Sulistiani Ida Mayanju Pandiangan Imam Ahmad Imam Ahmad Isnain, Auliya Rahman Jumaryadi, Yuwan Junhai Wang Junhai Wang Junhai Wang Kiki Septiani Kurniawan, Arsy Laurent Nababan Mahendra, Ferdian Jerry Mahesa Raihan Rifqi Mandasari, Berlinda Marzuki, Dwiki Hafizh Megawaty, Dyah Ayu Merlin Puspita Sari Mesran Mesran Mesran, Mesran Mohammad Taufan Asri Zaen Muhaqiqin muhaqiqin Ni Komang Ratih Kumala Nirwana Hendrastuty Nuari, Reflan Nuralia Nuralia Nurman Fadhlullah nurnaningsih, Desi Nuzuliarini Nuris Octaviansyah, A. Ferico Oprasto, Raditya Rimbawan Palupiningsih, Pritasari Parjito Parjito Pasaribu, A. Ferico Octaviansyah Pasha, Donaya Permata, Permata Pramuditya, Andri Prastowo, Kukuh Adi Purbha Irwansyah, Irsyad Pustika, Reza Putra, Ade Dwi Putra, Rulyansyah Permata Putri Sukma Dewi Putri Sukma Dewi Qadhli Jafar Adrian R Metha, Abhishek Rahmadianti, Fitrah Amalia Rahman, Miftahur Rasli, Roznim Mohamad Reflan Revife Purba Rilo Nur Devija Rini Nuraini Riska Aryanti Riska Aryanti Rohmat Indra Borman Romadhoni, Randi Roswita Daeli Ruziana binti Mohamad Rasli Ryan Randy Suryono S. Samsugi Safi, Mudar Sanriomi Sintaro Saputra, Alvin Setiawan, Dandi Setyani, Tria Sinta, Ratna Sari Roma Siti Mahmuda Sitna Hajar Hadad Sofiansyah Fadli Sri Agustiani Br Siburian Subhan Subhan Sufiatul Maryana Sufiatul Maryana Sumanto, Sumanto Surahman, Ade Susanto, Erliyan Redy Syaiful Ahdan Trisnawati, Fika Ulum, Faruk Untoro Adji Very Hendra Saputra Very Hendra Saputra Wahyudi, Agung Deni Wang, Junhai Waqas Arshad, Muhammad Wibawa, Yohanes Eka Widiyanti, Adella yasin, ikbal Yuliani, Asri Yuri Rahmanto