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All Journal Bulletin of Electrical Engineering and Informatics PROtek : Jurnal Ilmiah Teknik Elektro Building of Informatics, Technology and Science Jurnal Ilmiah ILKOMINFO - Ilmu Komputer & Informatika Journal of Computer System and Informatics (JoSYC) Jurnal Teknik Informatika (JUTIF) Journal Social Science And Technology For Community Service Jurnal Ilmiah Informatika dan Ilmu Komputer CHAIN: Journal of Computer Technology, Computer Engineering and Informatics Journal of Data Science and Information System Journal of Artificial Intelligence and Technology Information Jurnal Informatika dan Rekayasa Perangkat Lunak
Sitna Hajar Hadad
Akademi Ilmu Komputer Ternate
Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Electrical & Electronics Engineering Energy Engineering Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media

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Implementation of the Objective Weighting and Grey Relational Analysis Method for the Promotion of the Position of Chief Financial Officer Abdullah, Muksin Hi; Abdurahman, Muhdar; A. Thais, Iswan; Hadad, Sitna Hajar
Jurnal Informatika dan Rekayasa Perangkat Lunak Vol. 6 No. 1 (2025): Volume 6 Number 1 March 2025
Publisher : Universitas Teknokrat Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33365/jatika.v6i1.16

Abstract

The promotion of the Chief Financial Officer (CFO) position is a form of appreciation for performance, competence, and significant contribution to the organization's financial management. This promotion is expected to motivate individuals to continue to improve their professional competence and have a greater positive impact on the development of the organization in the future. Problems in the promotion of the CFO position often arise due to various factors, both from the internal side of the organization and individuals. One of the main problems is the lack of transparency in the performance appraisal process, where the criteria for promotion are not clear or not in accordance with the standards that have been set. Subjective factors in job appraisals can trigger employee dissatisfaction, especially if the decisions taken are more influenced by personal proximity than competence and achievements. This study aims to implement an objective and accurate decision support system in the promotion process for the position of CFO by applying the GRA method and objective weighting using the CRITIC method. The ranking results show the ranking of candidates in the promotion of the Chief Financial Officer position based on their respective evaluation scores. Candidate 7 took first place with the highest score of 0.1251, followed by Candidate 6 with a score of 0.1242, and candidate 4 was in third place with a score of 0.1101. This shows that Candidates 7 and 6 have a significant competitive advantage over other candidates for the position. Contribution to the promotion of the CFO position is crucial in ensuring that decisions made in the assessment of candidates are not only based on intuition or subjective considerations, but through a systematic, objective, and data-driven approach.
Decision Support System Based on RECA and COPRAS Methods in Performance Evaluation of Non-Permanent Employees Asistyasari, Ayuni; Chandra, Iryanto; Hadad, Sitna Hajar; Nuryaman, Yosep; Wang, Junhai
Jurnal Informatika dan Rekayasa Perangkat Lunak Vol. 6 No. 3 (2025): Volume 6 Number 3 September 2025
Publisher : Universitas Teknokrat Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33365/jatika.v6i3.848

Abstract

The evaluation of the performance of non-permanent employees is a significant challenge for organizations due to the high turnover rate and the limited tenure of these employees. The manual evaluation processes often lead to biases, inconsistencies, and a lack of accuracy in supporting decision-making. This research aims to develop a decision support system based on the RECA and COPRAS methods to produce a more objective, transparent, and systematic evaluation. RECA is used to determine the criteria weights proportionally based on each contribution, while COPRAS functions to assess and provide a final ranking of employee performance by considering both benefit and cost-type criteria. The research results show that this system is capable of sorting non-permanent employees fairly with ranking results of E-AS-05 with a score of 100%, E-AS-03 with a score of 97.32%, E-AS-01 with a score of 94.03%, E-AS-02 with a score of 88.34%, and E-AS-04 with a score of 82.19%. The integration of the RECA and COPRAS methods not only enhances the effectiveness of performance evaluation but also provides a tangible contribution to supporting more efficient and sustainable human resource management.
Co-Authors A. Thais, Iswan Abdullah, Muksin Hi Abhishek R Mehta Abhishek R Metha Abjan Samad Abjan Samad Aditia Yudhistira Ahmad Ari Aldino Ahmad Ari Aldino Ambarita, Arisandy Arie Qur’ania Asistyasari, Ayuni Chandra, Iryanto Dedi Darwis Gibtha Fitri Laxmi Heni Sulistiani Ibrahim, Adelina Ismail, Risandi J Iswan A. Thais Julkifli Muksin Kasmawati . Megawaty, Dyah Ayu Moch Teguh Priyanto Mudar Safi Muhammad Waqas Arshad Muksin Hi Abdullah Munawir A. Hi Musa Nurnela Nurnela Nurnela Nuryaman, Yosep Palupiningsih, Pritasari Radina Hamza Hairun Rumaf, Nurdin Safi, Mudar Setiawansyah Setiawansyah Subhan Subhan Sufiatul Maryana Turuy, Seh Wang, Junhai Yuri Rahmanto